Dyfed Powys Police Single Equality Scheme by Gay Ammanford

Single Equality Scheme 2009 - 2012

Dyfed-Powys Police Single Equality Scheme 2009 - 2012 April 2009

Accessible formats and languages If you would like a large print, Braille, or audio version of this document, or a summary of this document in a language other than Welsh or English, please contact us at: corporateservices@dyfed-powys.pnn.police.uk Corporate Services Department Dyfed-Powys Police Headquarters PO Box 99 Llangunnor Carmarthenshire SA31 2PF Tel: 0845 330 2000

Contents Introduction to Scheme Chief Constableâ&#x20AC;&#x2122;s Introduction (p.3) About Dyfed-Powys (p.4) About our Single Equality Scheme (p.5) About the Consultation Process (p.6) Our Outcomes for Equality and Diversity (p.7) Our Objectives for Equality and Diversity (p.8) Management and Leadership of Diversity (p.9) Building on our Achievements (pp.10-14) Current and Future Priorities (pp.15-17) Preface to Action Plan (p.18) Summary of Current Equality Duties (General) (p.19) Single Equality Scheme Action Plan (pp.20-55) Appendixes Appendix 1: Summary of Equalities Legislation (pp.57-62) Appendix 2: Overview of Equality Impact Assessment Process (p.63) Appendix 3: Equality Impact Assessment Templates (pp.64-81) Appendix 4: Prioritisation of relevant Functions and Policies (Statutory Duty for Race) (pp.82-88) Appendix 5: Current Employment Data (pp.89-93) Appendix 6: Summary of Feedback on our Consultation Document (pp.94-96) Appendix 7: Statement on the Involvement of Disabled People in the development of the Single Equality Scheme (pp.97-98) Contact us (p.99) Glossary of Terms (pp.100-103)

Chief Constableâ&#x20AC;&#x2122;s Introduction I am delighted to present to you Dyfed Powys Policeâ&#x20AC;&#x2122;s Single Equality Scheme. The Schemeâ&#x20AC;&#x2122;s primary aim is to bring together, into a single document, everything we plan to do over the next three years to ensure that our staff and indeed, the communities we serve, are treated fairly and according to their needs. The Scheme will help to demonstrate that equality and diversity are at the heart of everything that we do. The test will be borne out not simply in the content of this document but in the way its contents manifest themselves in our work both internally and with the wider public. At present there is no legal requirement to publish a scheme such as this. I welcome this opportunity to underline our commitment not by legal requirement but by choice to enshrine rights on the grounds of age, disability, gender (and gender identity), race, religion or belief, sexual orientation, and the Welsh language. As an agency charged with delivering a publicly funded service, it is both morally and ethically imperative to provide equal protection to all. In October 2008, I chaired a seminar for our Senior Management which looked at how equality and diversity could be mainstreamed into all areas of business. It was clear from the response on the day that it was seen as an integral part of our work, a golden thread that should run through everything that we do. It is most certainly not an addition to our work. The position that equality and diversity enjoy within Neighbourhood Policing and Professionalising Customer Services, for example, is emphasised in this document. In closing, I would like to thank all of those that provided feedback to the team whilst the document was in draft format and those who have been involved in its fruition. This Single Equality Scheme has my personal support and I will be reviewing our progress under each of the diversity strands with great interest. I urge all of you to embrace not just its basic contents but the essence of what we hope to achieve at Dyfed-Powys Police. I fully commend the Single Equality Scheme to you.

Mr Ian Arundale, Chief Constable

About Dyfed-Powys Dyfed-Powys Police incorporates four divisions: Carmarthenshire, Ceredigion, Pembrokeshire, and Powys. The area is mainly rural with the largest centres of population found at Llanelli and Carmarthen, Pembroke Dock and Haverfordwest, Aberystwyth, Brecon and Newtown, with University sites at Aberystwyth and Lampeter. According to the National Office of Statistics Census Data for 2001, the policing area comprises 488,268 residents, and 206,125 households, and attracts 13 million visitors annually. 237,243 residents identified as male, and 251,025 as female. The area has a significant population of older people. For example, 31% of people living in the area are 60 years of age or older. 184,142 residents identified as being able to speak, read, or write Welsh. The 2001 Census data shows that 34,490 people were claiming Disability Living Allowance. The majority of residents (362,701) identified as being of Christian religion. Small numbers of residents identified as being of Buddhist, Hindu, Jewish, Muslim, and Sikh religion or belief. 82,377 people said that they had â&#x20AC;&#x2DC;no religionâ&#x20AC;&#x2122;. The 2001 Census Data indicated a resident minority ethnic population of 0.98% of the total population. This figure, although relatively small in percentage terms, is none the less significant. The number of migrant workers living in the area has risen in recent years, as the result of the 8 Accession countries which joined the European Union in 2004. A large proportion of our resident minority ethnic population are Gypsies and Travellers. There are 7 permanent Gypsy Traveller sites located in the area; these are in Llanelli (2), Pembroke Dock (2), Haverfordwest (2), and Welshpool (1). There is no hard data on the number of lesbian women, gay men, and bisexual people in the United Kingdom, since no national census has ever asked people to define their sexuality. The Government estimates that 5-7% of the population identify as lesbian, gay, or bisexual. There is no substantive knowledge of how many people in the UK identify as transgender or transsexual, or use any other gender identity descriptor, and estimates vary considerably. As of November 2006, 1,660 people had already been awarded a Gender Recognition Certificate (GRC). However, we do know that people who have been awarded a GRC constitute only a small proportion of people who identify as trans, or who live in the opposite gender to that which they were assigned at birth.

About our Single Equality Scheme This Single Equality Scheme brings together all our work for Equality and Diversity – both for our workforce and the communities we serve – into a single document. When the Single Equality Act comes into being in 2009, we will be required to publish a Single Equality Scheme. It is anticipated that the Act will extend the current Equality Duties that are in place for Disability, Gender, and Race, to the other strands of Diversity (Age, Sexual Orientation, Religion or Belief, and Trans individuals). This publication signifies our commitment to extend the equality duties across all Diversity strands now, because we feel that this is the right thing to do for our workforce and the communities we serve. Our previous Equality Schemes have been integrated into this Single Equality Scheme: -

Race Equality Scheme 2005 – 2009 Disability Equality Scheme 2006 – 2009 Gender Equality Scheme 2007 – 2010

Although we are required by law to have an independent Welsh Language Scheme, we have also integrated the aims of our Welsh Language Scheme (2007 - 2010) into this Single Equality Scheme. We believe that to include the Welsh Language in the Single Equality Scheme will neither lessen nor erode the status of the language within the organisation, but strengthen it. By including the Welsh Language in the Single Equality Scheme, it ensures parity with other equality strands, and provides two ways of communicating the principles of the Welsh Language Scheme with our staff.

The Action Plan contains all the actions from our previous Equality Schemes and other action plans for equality and diversity, in a simplified format. The legislative basis and legal context for this Single Equality Scheme is set out at appendix 2. This appendix will be reviewed when the forthcoming Single Equality Act is published.

About the Consultation Process In October 2008, the Chief Constable chaired a Diversity seminar for Chief Officers and Senior Managers. Senior Managers were asked to answer the following questions: -

What is the vision of Dyfed-Powys Police for equality and diversity? How will we know when we are successful? What activities could managers at all levels of the organisation undertake to drive progress? How can progress be measured?

Senior Managers agreed that their answers to these questions would be used as a basis for our Single Equality Scheme. In February and March 2009, we consulted with our staff and the communities we serve about the outcomes, objectives, actions, and performance measures agreed by Senior Managers as a basis for the Single Equality Scheme. A summary of the feedback received from staff and community members is included in Appendix 6. We have already consulted widely on the content of our previous Equality Schemes and Welsh Language Scheme.

Our Outcomes for Equality and Diversity We will know we are successful when the following happens: -

All our citizens have the trust and confidence to engage with us and to volunteer information to us, regardless of their race, gender, ability, age, sexual orientation, religion or belief, cultural or economic background, or the language that they speak Our citizens are satisfied with the service they receive Members of staff understand our diverse communities â&#x20AC;&#x201C; both our colleagues and the communities we serve Members of staff are continually supported to learn, develop, and progress to the best of their ability within the organisation Members of staff feel able to both challenge inappropriate behaviour displayed by other members of staff, and respond to well-founded challenge with a willingness to change Our staff support groups feel valued and supported by the organisation Diversity becomes the business of everyone in the organisation We become an organisation that others wish to emulate and learn from

These are the outcomes that we hope to achieve as a result of our Single Equality Scheme (what we hope to achieve as a result of the Scheme). Our objectives and actions have been designed in order to help us achieve these outcomes.

Our Objectives for Equality and Diversity 1. We will manage, implement, resource, and monitor progress against our Single Equality Scheme 2. We will communicate and promote our Single Equality Scheme, equality duties, and action plan 3. We will foster a working culture in which citizens and staff are treated with dignity and respect 4. We will encourage our staff to gain an understanding of our diverse communities 5. We will develop a working culture that supports and inspires people to continually learn, develop, and progress to the best of their ability 6. We will find innovative ways of engaging and consulting with our staff and diverse communities 7. We will embed Equality and Diversity into the key work areas of Citizen Focus, Neighbourhood Policing, and Professionalising Customer Services 8. We will recruit, support, and retain staff from diverse groups 9. We will ensure that all staff and community members have access to police information and services 10. We will assess, consult on, and monitor the actual and likely impact of policies and functions on diverse groups 11 We will monitor our employment data 12. We will publish the results of our impact assessment, consultation, and monitoring activities These objectives are based on the suggestions of Senior Managers, the requirements of equality legislation, and the content of our previous Equality Schemes. The Single Equality Scheme Action Plan is structured around these 12 objectives.

Management and Leadership of Diversity The portfolio for Equality and Diversity is held by our Deputy Chief Constable. We have established Senior Managers to act as Diversity Champions to drive progress on each of the diversity strands. Diversity Champions chair meetings for working groups which oversee the implementation of action plans for the diversity strands. Diversity Champions are also responsible for driving initiatives aimed to reduce inequalities for particular groups of people. In 2008, Dyfed-Powys Police appointed a Diversity Officer to manage its equality schemes, and to take forward its work programmes in respect of the six diversity strands: Age, Disability, Gender, Race, Religion or Belief, and Sexual Orientation. We have brought these Equality Schemes and work programmes together in the creation of this Single Equality Scheme. The Welsh Language Advisor continues to manage the Forceâ&#x20AC;&#x2122;s Welsh Language Scheme and to provide training for police officers and staff. The Hate Crime Community Engagement Officer continues to raise awareness of hate crimes and hate incidents both within the Force and within the community and other public sector organisations. The Hate Crime Community Engagement Officer collaborates with other Welsh Forces to increase the trust and confidence of victims of hate crimes and incidents to report to the police. The Diversity Champions, Diversity Officer, Welsh Language Advisor, Hate Crime Community Engagement Officer, Staff Associations, Staff Support Groups, and Chairs of Divisional Confidence and Equality meetings report back to the Confidence and Equality Management Group on a quarterly basis. The Confidence and Equality Management Group is chaired by the Deputy Chief Constable. This Group oversees the implementation of all work in respect of equality and diversity.

Building on our Achievements Gender Agenda The Gender Agenda Working Group has been successful in a number of areas, including the introduction of a Childcare Voucher Scheme and trials of more suitable uniform for female officers. The Voucher Scheme has provided potential savings to staff in respect of childcare, and supports those returning to work after having children. Leadership training has been delivered by an external company to female police officers and police staff. This is an example of how we use Positive Action to promote the career development of female police officers and staff. Other examples of Positive Action include holding awareness days for female police officers and staff on the work of specialist departments. The aim of these awareness days is to increase female representation in specialist roles (for example, Firearms and Dog handling) within the service. Disability In 2007 we commissioned the Disability Employers’ Forum to undertake an assessment of our current policies, practices, and buildings, and their suitability for disabled staff and community members, including access to information and access to buildings, and employment monitoring practices. A report submitted to us in September 2007 highlighted several areas for improvement. This report, along with our current Disability Equality Scheme action plan, provides the work plan for our Disability Equality Working Group. This Working Group meets on a quarterly basis, and is chaired by the Diversity Champion for Disability. We have provided a variety of training for staff on disability issues, including: -

training by Remploy for Human Resources managers, on returning disabled staff to the workplace training for all new staff on disability equality awareness and the National Police Disabled Association (NDPA) training for new recruits by Deaf Awareness Wales training on mental health training for new recruits on visual impairment awareness by Wales Council for the Blind

We have received recognition for good practice in raising awareness of disability issues affecting both staff and communities, including: -

Winner of Welsh ‘Leading the way’ award from Remploy in 2007 for our work with disabled staff Finalist in National ‘Leading the way’ award from Remploy in 2007 Runner-up in a recent award from the Prince’s Trust for developing engagement and community projects with the police Second prize in the National ‘Learning and Development’ award in 2006, for our work with the Prince’s Trust

Dyfed-Powys Police has undertaken work to make our website, and the documents available on the website, more accessible to individuals with a range of disabilities. A full report of the work needed to be undertaken was provided to us by the Shaw Trust in May 2008. Our website was reassessed by the Shaw Trust in November 2008, and was accredited as â&#x20AC;&#x2DC;Accessibleâ&#x20AC;&#x2122;.. The work carried out on the website includes the following: -

the colour contrast of images has been improved for people with colour blindness acronyms and abbreviations have been expanded the layout of the website has been amended to accommodate more screen sizes

Diversity Training We have made significant progress in delivering the Police Race and Diversity Learning and Development Programme. Following 2 days of training, members of staff are required to complete a portfolio of evidence that reflects their understanding of equality and diversity issues, and how this understanding can be put into practice. All our staff will have completed the training and the portfolio by the end of 2009. Specific training has also been provided to officers on equality and diversity issues relevant to their roles. For example, police officers in Pembrokeshire receive training on Gypsy and Traveller culture, due to the number of Gypsies and Travellers resident in the area. Gypsies and Travellers A young Gypsy woman gave a powerful presentation at meeting of the Confidence and Equality Group in Pembrokeshire in November 2008. She spoke about the Monkton Priory Project in Pembrokeshire, which is recognised throughout Wales for providing a valuable educational service to Gypsy children and young people. The Gypsy community is one of Pembrokeshire's oldest and largest ethnic minority groups. However, there is still reluctance in the Gypsy community to go on to secondary school after the age of 11. The Monkton Priory Project provides an alternative to mainstream education. The Project was set up for Gypsy young people, and provides learning opportunities based on a curriculum to suit their needs. The young people are taught life skills, such as reading, computing skills or how to pass a driving theory test, and other skills necessary to join the labour market. Adult learning is also provided at the Project, in order to help adults within the Gypsy community to find employment opportunities. Our police officers in Pembrokeshire division have worked closely with the Priory Project for several years. Over this time we have consulted extensively

with the Project regarding Gypsy culture. Every student officer based in Pembrokeshire division spends one day at the Monkton Priory Project. During this time officers engage with the children and adults in the project to increase their knowledge and understanding of both the culture and the issues arising in the community. Additionally, students receive a half-dayâ&#x20AC;&#x2122;s briefing from the Project Manager looking at the issues from a more strategic level. Young people tell us that their confidence and trust in the police has increased as a result of this engagement with the service. Hate Crime Community Engagement Officer The Hate Crime and Community Engagement Officer has been in post for two years. The purpose of the role is to increase the trust and confidence of victims of hate crimes and hate incidents in reporting crimes and incidents to the police. A great deal of work is conducted within this role to engage with community members and partnership agencies, to raise awareness of what constitutes hate crimes and hate incidents, and to enable victims to report them. Hate Crime Support Officer Scheme A Hate Crime Support Officer Scheme was successfully piloted in Powys in 2007. This Scheme provided an additional layer of support for victims of hate crime, including racist and homophobic hate crime. The pilot resulted in increased numbers of reported hate crimes and incidents, which indicates an increase in the trust and confidence of our community members. The Scheme has since been rolled out across the Dyfed-Powys policing area. The need for additional support for victims of homophobic hate incidents and crimes was recently brought to our attention by members of our Pembrokeshire Confidence and Equality Group. Mental Health Dyfed Powys Police recognises that pressures within our personal, social and work lives can impact greatly on wellbeing. The â&#x20AC;&#x2DC;Healthy Minds at Workâ&#x20AC;&#x2122; project was established to support police officers and staff who need support for these reasons. A telephone counselling helpline is available to all police officers, staff, volunteers, and their families. The Healthy Minds at Work project also provides a website toolkit that can be used to manage well-being. This toolkit includes: -

questionnaires to identify problems information sections which cover the most common mental health problems skills sections which provide guidance on ways of coping

Neighbourhood Policing

We have received positive feedback from members of our Divisional Confidence and Equality meetings on the engagement of our Neighbourhood Policing Teams with our minority communities. For example, we have received good feedback about the engagement of officers with the Polish community in Llanelli, and with the Visually Impaired Group in Milford Haven. Community members tell us that it is very reassuring to have this regular contact with their Neighbourhood Policing Teams. Race and Diversity Improvement Plan In December 2007, Dyfed-Powys Police undertook a benchmarking exercise against a number of diagnostic reports for equality and diversity, and produced a ‘Race and Diversity Improvement Plan’. This document highlights recommendations for improvement across several significant areas of work. A Working Group was established to implement these recommendations, chaired by the Diversity Champion for Race. The Working Group continues to meet regularly, and reports back to the Confidence and Equality Management Group. Sexual Orientation During his first few months in post, Dyfed-Powys Police’s Chief Constable responded personally to the Chief Executive of Stonewall, following the publication of the report Homophobic Hate Crime: The Gay British Crime Survey 2008 (August 2008). The Chief Constable’s letter outlined the actions that we will take to improve our services to community members and to our gay, lesbian, and bisexual staff. Dyfed-Powys Police subsequently signed up to the Stonewall Diversity Champions Scheme. This is a forum in which employers can work with Stonewall, and each other, to promote lesbian, gay and bisexual equality in the workplace. The Chief Constable funded the secondment of the Gay Police Association Co-ordinator to Headquarters for a programme of work in September 2008. Since this programme of work began, we have achieved the following: -

the Outing Policy has been finalised, and the Bullying and Harassment Procedure has been amended the Policing Public Sex Locations Policy has been reviewed, and a training package has been prepared for delivery to all student officers our recruitment team has placed an advert in the National Gay Press for the first time, including an editorial highlighting the work we are doing for Lesbian, Gay, Bisexual, and Trans communities

Welsh Language In order to fulfil the commitments made in our Welsh Language Scheme, we have a full training programme in place for all new police officers and staff. Initially everybody receives a language awareness input of 1 ½ hours.

Further courses are then offered to help improve linguistic skills, from a Courtesy course to provide simple pronunciation and greetings, through to Entry and Foundation levels which are externally accredited by the WJEC. We also provide a Developing Skills course to assist our fluent speakers to gain confidence in the more formal areas of letter-writing and presentations through the medium of Welsh. Young People Dyfed-Powys Police has been working in collaboration with the Princeâ&#x20AC;&#x2122;s Trust Cymru for a number of years. This organisation delivers successful professional learning programmes for young people who face difficulties in their lives. For example, some young people may be in care or leaving care, or may be involved in crime. Student officers spend a week of their training working on projects with young people. This helps to increase the confidence and trust of young people in the police service. This form of engagement with and learning about young people could not be achieved through classroombased learning or operational policing alone.

Current and Future Priorities Career Progression of Under-Represented Groups At June 2008, female officers accounted for 25% of our total officers, but continued to be under-represented within the higher ranks of the service. There are 9 minority ethnic officers within the service (with a further one on secondment), which equates to 0.74% of the current total strength. However, black and minority ethnic officers are also under-represented within the higher ranks of the service. Our Diversity Champion for Race has recently convened a new Working Group to drive the career progression of under-represented groups within our workforce, in particular female officers and black and minority ethnic officers and staff. This Working Group is attended by the Career Development/ Positive Action Officer, the Diversity Officer, and our Police Authority Member with responsibility for Equalities. Disability In response to requests from members of our Divisional Confidence and Equality meetings, we are planning to produce audio and video versions of our most significant publications over the next year. In response to concerns raised by a member of one of our Divisional Confidence and Equality meetings, we are preparing a protocol for the transportation of wheelchair users who are either in custody or victims of crime. We are working with our Vehicle User Group and Diversity Champion for Disability to agree a protocol. Diversity Training We will ensure that all our police officers and staff have received their Diversity Training and completed their portfolios to the appropriate National Occupational Standards by the end of December 2009. We will continue to deliver training on specific diversity issues relevant to the roles of police officers and staff. Hate Crime (Self-Reporting and Third-Party Reporting) The Hate Crime and Community Engagement Officer is collaborating with other Welsh Forces to enable easier methods for self-reporting and third-party reporting of hate crimes and hate incidents. The All-Wales self-reporting forms will be launched in Summer 2009. Hate Crime Support Officer Scheme A Hate Crime Support Officer Scheme was successfully piloted in Powys in 2007, and will be rolled out across the Dyfed-Powys Police area in 2008-2009.

This Scheme provides an additional layer of support for victims of hate crime, including racist and homophobic hate crime. 12 Officers have been identified in each of our divisions to take on the role of Hate Crime Support Officer. We are developing a programme of training for these officers, which will include training on legislation, interface training with community members from diverse or minority groups, training on forced marriages and so-called honour-based violence, and training from the Crown Prosecution Service. The need for additional support for victims of homophobic hate incidents and hate crimes was recently brought to our attention by members of our Pembrokeshire Confidence and Equality Group. Procurement Dyfed-Powys Police is working to eradicate discrimination on the grounds of race, disability, gender, age, belief and sexual orientation and values a diverse supply chain. We want to ensure that all our potential suppliers, tenderers, and contractors share that commitment and, at a minimum, comply with current legislation. Our Terms and Conditions for contracts have been revised to reflect this requirement. Professionalising Customer Services Dyfed-Powys Police is working to enhance service provision with its citizens in mind, putting the needs and concerns of citizens are at the heart of our police service. The Professionalising Customer Services Project aims to: -

improve the satisfaction and confidence levels amongst the communities that we serve provide appropriate training and equipment so that staff can deliver improved services

Station front counter staff will be trained to provide a dedicated professional customer service, and corporate front counter opening times will be advertised to members of the community. Work on this project began in October 2008. Religion or Belief Our Guidance on Religion, Belief and Cultural Needs has recently been revised. It outlines the nature and extent of the protection conferred by the law upon individuals in relation to their religious and other beliefs. It explains that the law does not confer an absolute right upon individuals to express their religious or other beliefs; these rights must be balanced against the legal rights of other individuals to protection against discrimination. Sexual Orientation

Dyfed-Powys Police displayed the rainbow flag above its buildings in February in support of Lesbian Gay Bisexual and Transgender history month. Lesbian Gay Bisexual and Transgender History Month takes place every year in February to celebrate the lives and achievements of LGB and T communities. The Chief Constable will be funding the All-Wales Lesbian, Gay, Bisexual and Transgender Conference for the Police Service in 2009, and will host the event in the Dyfed-Powys Police area. Welsh Language Training provision will be developed further by offering a wider range of courses in more locations, making Welsh Language training accessible to as many of our staff as possible. We intend to offer role-specific training in order to give officers the confidence to use their Welsh language skills increasingly in the workplace. Work to raise awareness of the language will also continue so that the public will be offered language choice proactively by our staff. Young People Work is underway to develop a Young Person’s Website over the next year, with the aim of communicating more effectively with young people in our communities. We are currently developing a Young Person’s Consultation Panel, to be launched in December 2008. This panel is similar to a Citizen’s Panel, but is aimed at children and young people who are 11-18 years of age. A simple questionnaire will be sent to members of the panel four times a year, asking for their views about the community they live in and how it should be policed.

Preface to Action Plan The Single Equality Scheme Action Plan contains a summary of the actions that we are currently undertaking, or planning to undertake, in order to achieve our outcomes for Equality and Diversity. The Action Plan is structured around 12 objectives for Equality and Diversity. As explained earlier, many of these objectives were agreed by our Senior Managers at a Diversity seminar in 2008. Other objectives are based on the requirements of the Statutory Duties for Disability, Gender, and Race. The Action Plan shows the relevance of each action to the Equality duties, and to Diversity strands. A summary of the general Equality duties is shown below. Dyfed-Powys Police considers 7 ‘strands’ of diversity. These are: Age, Disability, Gender, Race, Religion or Belief, Sexual Orientation, and the Welsh Language. However, the Action Plan below considers an extra strand of diversity, referred to as ‘Trans’. ‘Trans’ is a generic term used by the police service to refer to people who identify themselves as transgender, transsexual or transvestite. Trans individuals often live in a different gender to the gender in which they were born, and may choose to undergo medical treatment to ‘transition’ to their chosen gender. Most of our policies and procedures aimed to eliminate discrimination or harassment against trans individuals is included in our work for ‘Gender’. This is because the General Statutory Duty for Gender, which includes the requirement to eliminate unlawful sex discrimination and harassment, also includes discrimination and harassment on the basis of gender reassignment. However, some of the activities that we undertake in order to promote gender equality are not inclusive of trans individuals. For example, we routinely monitor the gender of our employees. However, we do not ask employees or potential employees to tell us whether or not they identify as trans. This is mainly because consultation with trans employees found that trans people do not want to be asked this question. For this reason, ‘trans’ has been separated out from the diversity strand of ‘gender’ in the following action plan. The following Action Plan is a summary only. Many actions link to more detailed action plans. These will not be published.

Summary of Current Equality Duties (General) We have certain legal obligations under the three general duties to promote equality in the areas of disability, gender and race. We also have general responsibilities under the Welsh Language Act. To make it clear how each of the actions in our plan is linked to one or more parts of the general equality duties or responsibilities, we have numbered each part of each equality duty.1 Against each action in the plan there is a column showing which part of the general duties, as listed below, it relates to. The race equality duty gives us the following responsibilities: 1. Eliminate unlawful discrimination 2. Promote equality of opportunity 3. Promote good relations between people of different racial groups The disability equality duty gives us the following responsibilities: 4. Eliminate unlawful discrimination 5. Eliminate harassment of disabled people that is related to their disabilities 6. Promote equality of opportunity between disabled people and others 7. Take steps to take account of disabled peopleâ&#x20AC;&#x2122;s disabilities, even where that involves treating them more favourably than others 8. Promote positive attitudes towards disabled people 9. Encourage participation by disabled people in public life The gender equality duty gives us the following responsibilities: 10. Eliminate unlawful sex discrimination 11. Eliminate harassment 12. Promote equality of opportunity between men and women The requirements to eliminate unlawful sex discrimination and harassment also include discrimination and harassment on the basis of gender reassignment. The Welsh Language Act 1993 gives us the following responsibilities: 13. Give the Welsh and English languages equal status in the conduct of our business 14. Improve service provision to the public in their language of choice Where possible, we aim to extend these duties to include the â&#x20AC;&#x2DC;newerâ&#x20AC;&#x2122; areas of our remit (age, religion or belief, sexual orientation, and trans individuals). Where actions relate specifically to these newer areas we have made this clear. 1

This method of numbering general duties is based on the template used by the Equality and Human Rights Commission in their Single Equality Scheme 2008/9. We have added to these our responsibilities under the Welsh Language Act 1993.

Key General Duty Relevance Race Eliminate unlawful discrimination 1 Race Promote equality of opportunity 2 Race Promote good relations between people of different racial groups 3 Disability Eliminate unlawful discrimination 4 Disability Eliminate harassment of disabled people that is related to their disabilities 5 Disability Promote equality of opportunity between disabled people and others 6 Disability Take steps to take account of disabled peopleâ&#x20AC;&#x2122;s disabilities, even where that involves treating them more 7 favourably than others Disability Promote positive attitudes towards disabled people 8 Disability Encourage participation by disabled people in public life 9 Gender Eliminate unlawful sex discrimination 10 Gender Eliminate harassment 11 Gender Promote equality of opportunity between men and women 12 Welsh Language Give the Welsh and English languages equal status in the conduct of our business 13 Welsh Language Improve service provision to the public in their language of choice 14

Diversity Strand Relevance Age A Disability D Gender G Race R RB Religion or Belief SO Sexual Orientation Trans T WL Welsh Language

Summary of Objectives 1 2 3 4 5 6 7 8 9 10 11 12

Management and implementation of Scheme Communication and promotion of Scheme Working culture Knowledge and training Career progression Engagement and consultation Embedding Recruitment and retention Access to information and services Impact assessment Employment monitoring Publishing of data

Objective 1. We will manage, implement, resource, and monitor progress against our Single Equality Scheme Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

1.1

Establish Working Groups for Diversity Strands, chaired by Diversity Champions. Working Groups to drive implementation of relevant actions in the Scheme. Diversity Champions to report on progress of Working Groups to Confidence and Equality Management Group (CEMG) (quarterly). Diversity Champions to report on progress of Working Groups to Police Authority for scrutiny. Quarterly reports via CEMG, and annual reports against action plan. Annual reporting on Disability, Gender, Race, and the Welsh Language Scheme to continue. Monitoring timetable to be amended upon publication of Single Equality Act. Peer reviews of equality with Welsh Forces to take place as part of Equality Standard Assessment process

1-14

A, D, G, R, RB, SO, WL

Diversity Champions

Ongoing

1-14

A, D, G, R, RB, SO, WL

Diversity Champions

Quarterly

1-14

A, D, G, R, RB, SO, WL

Diversity Champions

Quarterly/ annually

1-14

D, G, R, WL

1-12

All

Ensure adequate resources provided for implementation of Scheme at a corporate level Agree terms of reference for Diversity Champions and Working Groups, which include lines of accountability. Monitor progress against action plan â&#x20AC;&#x201C; action owners to

1-14

All

Diversity Ongoing Officer/Welsh Language Advisor Diversity Following Officer launch of Standard ACPO Ongoing

1-14

A, D, G, R, RB, SO, WL All

Diversity Champions All action

1.2

1.3

1.4

1.5

1.6 1.7 1.8

1-14

March 2009 Ongoing

1.9

send performance updates to Working Groups or Diversity Officer (quarterly/ on request) Monitor risk of non-compliance: actions which pose a risk 1-14 of non-compliance are risk-assessed and escalated to Force Performance Meeting

owners All

1.10 Staff survey/ cultural audit to measure knowledge and experience of staff against the Single Equality Scheme objectives (baseline)

1-14

A, D, G, R, RB, SO, WL

1.11 Report on staff survey to highlight any disproportionality between diversity strands

1-14

A, D, G, R, RB, SO, WL

1.12 Further staff surveys to measure how knowledge and experience has changed (against baseline) 1.13 Annual review of awards and accolades received, and requests for sharing resources and good practice

1-14 1-14

A, D, G, R, RB, SO, WL All

1.14 Staff and customer satisfaction surveys to include questions on the accessibility of services 1.15 Annual progress report on Single Equality Scheme to be presented to the Police Authority, published on the external website, and distributed via NPTs and Confidence/ Equality Groups. Report to be available in accessible formats, and to report against action plan.

4, 6, 7, 9

1-14

All

Diversity Officer/Welsh Language Advisor Diversity Officer/Welsh Language Advisor Diversity Officer/Welsh Language Advisor Diversity Officer Diversity Officer/Welsh Language Advisor Diversity Officer Diversity Officer/Welsh Language Advisor

Ongoing

First survey in 2009 Report on first survey in 2009 Annually Annually in September Ongoing Annually in April

2. We will communicate and promote our Single Equality Scheme, equality duties, and action plan Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

2.1

Develop a communications strategy to accompany Single Equality Scheme Implement separate communication strategies for Race and Disability (requirement of current equality duties) Communicate purpose and content of Scheme to public by publishing summary version of the document in ‘plain English’/ ‘Cymraeg clir’ Communicate purpose and content of Scheme to staff by publishing summary version of the document in ‘plain English’/ ‘Cymraeg clir’ (including summary of equality duties and business case for diversity) Identify Diversity Champions, HR leads, Diversity Officer and Welsh Language Advisor as expert resources internally Accessible versions of summary documents to be made available in Braille, audio, large print, and DVD (BSL) Accessible versions of summary documents to be circulated to all relevant community and support groups in divisions Ch/ Inspectors and Inspectors with responsibility for divisional Confidence/ Equality meetings to communicate and promote Scheme to staff and community members (briefings/ disseminating summary versions of Scheme)

2, 3, 6, 8, 9, 12

All

Sept 2009

2, 3, 6, 8, 9

D, R

1-14

All

PR/Marketing Manager PR/Marketing Manager Diversity Officer

1-14

All

Diversity Officer

Sept 2009

1-14

All

Diversity Officer

Sept 2009

1-14

All

Sept 2009

1-14

All

1-14

All

Diversity Officer Ch/ Insps for Confidence/ Equality Ch/ Insps for Confidence/ Equality

2.2 2.3

2.4

2.5

2.6 2.7

2.8

Sept 2009 Sept 2009

Dec 2009

Summary versions of Scheme to be disseminated to Neighbourhood Policing contacts and at PACT meetings 2.10 Summary versions of Scheme for public and staff to be available at all police buildings and HQ departments

1-14

All

1-14

All

2.11 Scheme to be promoted to staff via the Informer, Routine 1-14 Orders, and all-user emails, with links to summary version 1-14 2.12 Summary versions of Scheme to be promoted and circulated by Staff Support Groups

All

2.13 All line managers to receive briefings on Scheme and equality duties and copies of summary documents (via training days, written briefs, manager meetings)

1-14

All

2.14 Managers to cascade information about the Scheme, circulate summary documents, and arrange appropriate training for their staff via PDR process and Training Needs Analysis (TNA) 2.15 All trainers (including IPLDP and diversity trainers) to receive briefings on Scheme and equality duties, and copies of summary documents 2.16 Ensure diversity training, induction days, and IPLDP training include information about the Scheme, and that summary versions of Scheme are circulated 2.17 Raise public awareness of Scheme via launch (April 2009) and annual progress reports 2.18 Briefings for HR managers on the purpose of employment monitoring and its relevance to equality duties 2.19 Section on achievements in respect of disability to be

1-14

All

1-14

All

1-14

All

1-14

All

1, 2, 4, 5, 6, 10, 11, 12 8

A, D, G, R, RB, SO, WL D

2.9

All

NPT managers Diversity Officer/ BCU Commanders Diversity Officer Chairs Staff Support Groups BCU Commanders/ Department Heads BCU Commanders/ Department Heads Head of Development Services Head of Development Services Pr/ Marketing Manager Head of HR

Dec 2009

Head of

October

Dec 2009

Dec 2009 Dec 2009

Dec 2009

Annually in April Completed

published in each Dyfed-Powys Police annual report 2.20 Invite Staff Support Groups to make an assessment of the cost (in financial and non-financial terms) to the organisation of not getting equality right (e.g. for disability) 2.21 Assess in quantitative terms the positive impact of taking action on equality (e.g. for disability) 2.22 Assess in qualitative terms the positive impact of taking action on equality (e.g. for disability) 2.23 Pursue accolades and awards for good practice in relation to equality and diversity (e.g. Stonewall Diversity Champions Scheme)

1-9

D, R, SO

1-9

D, R, SO

1-9

D , R, SO

1-9

All

Corporate Services Staff support groups

09 and annually Ongoing

Staff support groups Staff support groups Section/ Department Heads/ Diversity Champions

Ongoing Ongoing Ongoing

3. We will foster a working culture in which citizens and staff are treated with dignity and respect This objective links to our ‘Policing Pledge’, in which we promise to ‘always treat you fairly with dignity and respect’. This is true for both our staff and the communities we serve. Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

3.1

Launch Hate Crime Support Officer Scheme throughout Dyfed-Powys Police area Ensure that Hate Crime Support Officers are regularly trained on hate crimes/ incidents as they relate to all diversity strands Raise public awareness of Hate Crime Support Officer Scheme, and encourage reporting Quarterly monitoring of Hate Crime Support Officer Scheme identifying trends, location, and corrective actions Develop method of self-reporting hate crimes/ incidents (by post/ phone/ email), to replace True Vision Ensure methods of self-reporting hate crimes/ incidents are accessible to hearing- and visually-impaired people Raise public awareness of ways to self-report hate crimes/ incidents self-reporting Scheme, and encourage reporting Quarterly monitoring of self-reports of hate crime, identifying trends, location, and corrective actions

3, 5, 8, 11

All

April 2009

3, 5, 8, 11

All

Hate Crime Officer Hate Crime Officer

2, 3, 5, 6, 8, 11, 12, 14 3, 5, 8, 11

All

March 2009 Quarterly

3, 5, 8, 11 6-9

D, R, RB, SO, T, WL D

3, 5, 8, 11

All

2, 3, 5, 6, 8, 11, 12, 14

All (incl. trans)

Hate Crime Officer Hate Crime Officer Hate Crime Officer Hate Crime Officer Hate Crime Officer Hate Crime Officer

Communicate and promote Standards of Professional Behaviour throughout the organisation

1-3, 4-6, 8, 1012, 14

All

3.2

3.3 3.4 3.5 3.6 3.7 3.8

3.9

All (incl. trans)

Head of Professional

Annually

July 2009 Dec 2009 July 2009 Quarterly following launch Ongoing

3.10 Publicise external complaints policy and procedure. Record and process complaints in accordance with IPCC standards 3.11 Monitor profile of individuals making complaints to Professional Standards Department (in terms of race and other diversity strands) 3.12 Monitor nature of complaints to Professional Standards Department (in terms of race and other diversity strands), identifying trends and corrective actions 3.13 Provide guidance or training on equality duties to Professional Standards Department staff 3.14 Managers to support and enable staff to constructively challenge inappropriate or unacceptable behaviour 3.15 Internal Hate Crime Policy to be finalised and ratified, and procedures for reporting and investigating of hate crimes agreed 3.16 Publicise Bullying and Harassment and Internal Hate Crime policies, and ensure staff are aware of them via recruitment, induction days, intranet, and HR helpdesk 3.17 Outcomes of any disciplinary tribunals for racial misconduct to be recorded within the Performance Development Review. 3.18 Continue to work with Welsh Local Criminal Justice Boards and Stonewall to promote reporting of homophobic hate crimes/ incidents and provide appropriate response 3.19 Ongoing analysis of Stop and Search forms to check that Officers are requesting self-defined ethnicity 3.20 Monitoring of Stop and Search forms to check for

1-14

All

1-3, 4-6, 8, 1012, 14

All

1-3, 4-6, 8, 1012, 14

All

1-12

D, G, R

1-3, 4-6, 8, 1012, 14 3, 5, 8, 11

All All

Standards Head of Professional Standards Head of Professional Standards Head of Professional Standards Diversity Officer Line managers Policy Manager

Ongoing

Annually

Dec 2009 Ongoing Sept 2009

1-3, 4-6, 8, 10-12 All

Head of HR

1-3

Head of [As Development required] Services Diversity Ongoing Champion

1-3

Head of Operations Head of

Dec 09

Ongoing Ongoing

disproportionality. Further analysis/ corrective measures to be agreed if disproportionality is evidenced 3.21 Customer satisfaction to be monitored against diversity strands, via Quality of Service Delivery Questionnaires issued to victims of crime 3.22 Ensure that all staff and customer surveys ask respondents to identify their sexual orientation and religion or belief as well as other aspects of diversity 3.23 Market the â&#x20AC;&#x2DC;Fairness at Workâ&#x20AC;&#x2122; grievance procedures 3.24 Publish case outcomes (anonymous) of grievances and disciplinaries, to help manage expectations and build confidence

Operations 1-14

A, D, G, R, WL

Corporate Services

Quarterly

1-14

A, D, G, R, RB, SO, WL

Corporate Services

Dec 2009

1-14

All

Sept 2009

1-14

All

Policy Manager Policy Manager

Annually

4. We will encourage our staff to gain an understanding of our diverse communities Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

4.1

Neighbourhood Policing Database are profiles to be reviewed and updated regularly Tailor divisional training to suit needs, priorities, and community profile of an area Regular diversity training inputs given to departments and divisions, tailored to roles and needs

2-3, 6-9, 12, 1314 1-14

All

Ongoing

All

1-14

All

4.4

Provide regular training on disabilities which are not visible or apparent

4-9

4.5

Check content of IPLDP to ensure that it contains information on all diversity strands

1-14

All

4.6

Check that PRDLDP and programme of diversity training include relevant information on all diversity strands

1-14

All

4.7

Ensure that all staff have received their Diversity Training and completed their portfolios by 2009

1-3

All

4.8

Monitor and evaluate diversity training courses, in particular with regard to race equality content

1-3

All

4.9

Continue to provide specific Welsh Language Awareness

13-14

BCU Commanders BCU Commanders Head of Development Services Head of Development Services Head of Development Services Head of Development Services Head of Development Services Head of Corporate Services Welsh

4.2 4.3

Ongoing Ongoing

Ongoing

Annually in November Annually in November Dec 2009

Dec 2009

Ongoing

training (Level 1, basic courtesy) to new officers and staff 4.10 Use photographs or other forms of illustration that reflect positive images of disabled people in organisational literature 4.11 All members of staff to have a Personal Development Objective in respect of Race and Diversity as part of their Personal Development Review (PDR) annually 4.12 Quality assurance of PDR personal objectives for Race and Diversity Objectives (dip sample)

4, 6-9

1-14

All

1-14

All

4.13 Recognition for good work in respect of Race and Diversity to be recognised by managers and promoted throughout the service 4.14 Provide training/ raise awareness of Gypsies and Travellers as ethnic groups under equality legislation, and provide guidance on Gypsy/ Traveller cultures 4.15 Disseminate ACPO guidance on how the police should respond to unauthorised encampments by Gypsies and Travellers 4.16 Provide specialist training to custody officers on the needs of individuals in custody who identify as trans

1-14

All

1-3

10, 11

4.17 Incorporate input on the needs of trans individuals within the workforce or community into relevant training for officers and staff (e.g. custody refresher training, sergeant refresher training) 4.18 A representative from each NPT to receive training on Gypsy and Traveller culture, to be provided by the Priory

10, 11

1-3

Language Advisor PR/Marketing April 2009 Manager Head of Development Services Head of Development Services Line managers

June 2009

Head of Development Services Head of Development Services Head of Development Services Head of Development Services

March 2011

NPT Managers/

March 2012

July 2009

Ongoing

April 2010

March 2011 March 2011

Project Manager and member of Gypsy community. Each representative will become a dedicated point of contact between the police and gypsies/ Travellers 4.19 Regular visits will be conducted to the sites, and possibly NPT surgeries set up on a regular basis, to assist in building trust and confidence in the police within Gypsy/ Traveller communities

BCU Commanders 1-3

NPTs

March 2012

5. We will develop a working culture that supports and inspires people to continually learn, develop, and progress to the best of their ability Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

5.1

Managers at all levels to record requests for attachments, training, secondments, and reasons for refusal to release staff members (via PDR) Identify gaps in data collection in applications for training and agree corrective actions/amend forms as necessary

1-14

All

June 2010

1-14

All

Policy for the â&#x20AC;&#x2DC;assessment, selection and promotion of police officersâ&#x20AC;&#x2122; to be revised to include guidance on recording requests and refusals for training etc. Monitor applications / progress of staff through promotion board process in relation to diversity strands

1-14

All

Head of Development Services Head of Development Services Policy Manager

1-12

All

June 2010

5.5

Training selection data to be collated and published annually and sent to Police Authority for scrutiny

1-14

All

5.6

Promotion data to be collated and published annually and sent to Police Authority for scrutiny

1-12

All

5.7

Training requests, selection, and promotion data to be analysed annually for any evidence of deliberate or unwitting bias and corrective actions taken

1-14

All

Head of Development Services Head of Development Services Head of Development Services Diversity Officer/Welsh Language Advisor

5.2

5.3

5.4

June 2010

Dec 2009

Annually

5.8

Request managers to give due attention to Training Needs 1-14 Analysis as part of Personal Development Review process

All

Ensure that Training and Development is accessible to disabled people by including question about reasonable adjustment in Training Needs Analysis form 5.10 Guidance or training provided for line managers or other appropriate staff to ensure that disabled employees are not disadvantaged in the promotion process 5.11 Invite Staff Support Groups to attend Career Progression Working Group, to highlight barriers to the training/ promotion of under-represented groups 5.12 Career Progression Working Group to report to Confidence and Equality Management Group quarterly

4, 6-9

4, 6, 7

1-12

D, G, R

1-12

D, G, R

5.13 Finalise and formalise Mentoring Scheme

1-12

D, G, R

5.14 Import best practice from other forces/ public authorities on positive action and career progression initiatives

1-12

D, G, R

5.15 Quarterly monitoring of career development initiatives, via Breaking Through action plan [hyperlink to plan]

1-12

D, G, R

5.16 Quarterly monitoring of positive action initiatives aimed to increase representation of female officers in senior ranks, via Breaking Through action plan [hyperlink to plan] 5.17 Quarterly monitoring of positive action initiatives aimed to increase representation of female officers in specialist roles, via Breaking Through action plan [hyperlink to plan]

5.9

Head of Development Services Head of Development Services Head of Development Services Diversity Champion (Race) Diversity Champion (Race) Policy Manager Career Development Officer Career Development Officer Career Development Officer Career Development Officer

Annually in May May 2009

Ongoing

May 2009

Quarterly

April 2010 Ongoing

Quarterly

5.18 Quarterly monitoring of career development of female and BME officers and staff via Career Progression Working Group 5.19 Review positive action activities upon publication of Single Equality Act (anticipated extension of Positive Action activities)

2, 12

G, R

2, 6-9, 12

D, G, R

Career Development Officer Career Development Officer

Quarterly

After Act published

6. We will find innovative ways of engaging and consulting with our staff and diverse communities Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

6.1

Identify appropriate venues and times for PACT (Police and Community Together) meetings Continue to facilitate quarterly divisional Confidence and Equality meetings

2, 3, 6-9, 12, 13, 14 2, 3, 6-9, 12, 13, 14

All

Ongoing

All Confidence and Equality Groups to be reviewed annually in terms of membership and terms of reference. Membership should reflect communities served, and be inclusive of diversity strands. Community members as well as agency representatives to take part. Good Practice Guide for the running of divisional Confidence and Equality meetings to be updated and promoted regularly. Guide to include good practice from divisions and minimum requirements for meetings. BCUs to undertake consultation with broad range of community and support groups (representing all diversity strands) via Confidence and Equality meetings Confidence/ Equality meetings to find out the service and access needs of disabled people. Representatives of support groups/ organisations for various disabled groups to be invited to meetings in all divisions, and BSL interpreters/ accessible documents provided on request Divisional objectives and action plans for equality/

2, 3, 6-9, 12, 13, 14

All

Neighbourhood Policing Teams Ch/ Inspectors for Confidence/ Equality Ch/ Inspectors for Confidence/ Equality

2, 3, 6-9, 12, 13, 14

All

Diversity Officer

Annually in January

1-14

All

BCU Commanders

Ongoing

6-9

Ch/ Inspectors Ongoing for Confidence/ Equality

1-14

All

BCU

6.2

6.3

6.4

6.5

6.6

6.7

All

Ongoing

Annually in January

Dec 2009

6.8

6.9

diversity to be agreed, based on issues raised at Confidence and Equality and PACT meetings. Consultation to take consideration of the equality duties, e.g. eliminating harassment of disabled people. Ensure that consultation with diverse groups is embedded within the Corporate Engagement and Consultation Strategy Increase engagement with young people via development of Young People’s Website

Commanders

1-14

All

Age

6.10 Increase engagement with young people via development of Young People’s Panel

Age

6.11 Diversity Officer to attend Independent Advisory Group meetings regularly in order to consult and raise awareness of equality/ diversity issues arising 6.12 Citizen’s Panel questionnaires to include questions with reference to specific diversity issues as needed 6.13 Undertake joint consultation with other public authorities in respect of specific diversity issues and initiatives

1-14

All

1-14

All

1-14

All

6.14 Diversity Officer to bring back best practice from ACPO Confidence and Equality business area meetings

1-14

All

Head of Corporate Services Head of Corporate Services Head of Corporate Services Diversity Officer

Reviewed annually

Diversity Officer Diversity Officer/ Welsh Language Advisor Diversity Officer

Ongoing

Nov 2009

From June 2009

As required

Ongoing

7. We will embed Equality and Diversity into the key work areas of Citizen Focus, Neighbourhood Policing, and Professionalising Customer Services Citizen Focused Policing is ‘a policing service that secures and maintains high levels of satisfaction and confidence through the consistent delivery of a first class policing service that meets the needs of individuals and of communities, and provides a service that people value’. (ACPO Citizen Focus Business Area 2008) The 4 ‘hallmarks’ of Citizen Focused Policing are: -

Understanding People Understanding Services Designing Services Delivering Services

Equality and Diversity are implied in all the hallmarks of Citizen Focus. For example, the first hallmark includes understanding the people we serve and understanding our staff. This will include having an awareness of the culture of the organisation together with an understanding of the learning and development requirement of those individuals. The second hallmark includes ensuring that people understand what services the police deliver, and how they can access these services. The Professionalising Customer Services project will ensure that services are as accessible as possible to the communities that we serve. The third hallmark includes involving members of the public in decision-making processes, and providing feedback on actions taken as a result of their involvement. The fourth hallmark includes delivering services through collaboration with local organisations and communities. The hallmarks of Citizen Focus all depend on understanding the diversity of our staff and the communities we serve, and their diverse needs. People’s needs for services vary according to their age, gender, disabilities, race, religion or belief, sexual orientation, and the language they speak. This is why Equality and Diversity are central to delivering Citizen Focused Policing. This objective has been included in our Single Equality Scheme to ensure that the work we do for Equality and Diversity integrates with our work for Citizen Focus.

Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

7.1

Evidence that equality and diversity have been taken into account in delivering Citizen Focus Hallmark 1: Understanding People Evidence that equality and diversity have been taken into account in delivering Citizen Focus Hallmark 2: Understanding Services Evidence that equality and diversity have been taken into account in delivering Citizen Focus Hallmark 3: Designing Services Evidence that equality and diversity have been taken into account in delivering Citizen Focus Hallmark 4: Delivering Services Evidence that equality and diversity have been taken into account in delivering the Policing Pledge Diversity Officer will link in with the Professionalising Customer Services Project to ensure that equality and diversity considerations are embedded within the project Diversity Officer to attend Citizen Focus Board to ensure that Citizen Focus and Equality/ Diversity are integrated at a strategic level Ensure that minutes of Divisional Confidence and Equality meetings are fed back to BCU Commanders and Neighbourhood Policing Teams (NPTs), and are reflected in local objectives/ work plans

1-14

All

Citizen Focus Lead

1-14

All

Citizen Focus Lead

1-14

All

Citizen Focus Lead

1-14

All

Citizen Focus Lead

1-14

All

1-14

All

Citizen Focus Lead Diversity Officer

1-14

All

Diversity Officer

2-3, 6-9, 12, 1314

All

Ch/ Inspectors Ongoing for Confidence/ Equality

7.2

7.3

7.4

7.5 7.6

7.7

7.8

Timescale

Ongoing

From 2009

Ensure that staff understand the need to offer a Welsh Language service, and provide training and support for them to do so successfully 7.10 NPTs to regularly review and update profiles of communities, including data on religion and belief, ethnic minorities resident, etc. 7.11 NPTs to include within their Key Individual Networks â&#x20AC;&#x2DC;contactsâ&#x20AC;&#x2122; representatives from community groups or support groups for various diversity strands. Where possible these individuals should form an integral part of the PACT meetings. 7.9

2-3, 6-9, 12, 1314

All

2, 3, 6-9, 12, 1314

All

Welsh Language Advisor Neighbourhood Policing Team Managers Neighbourhood Policing Team Managers

Ongoing

At least annually Ongoing

8. We will recruit, support, and retain staff from diverse groups Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

8.1

Staff Support Groups to be represented at Career Progression meetings to have scrutiny of employment monitoring reports and highlight barriers to employment Service level agreement to be established for Staff Support Groups, with financial support and dedicated time to attend relevant meetings Chairs of Staff Support Groups to provide annual update of how they help to support and retain staff from diverse by bringing information and learning to the workforce, and promoting awareness of the diverse needs of staff Circulation of leaflets to staff about the Ability Network, Gay Police Association, and Black Police Association, and other related material Policies and information outlining the rights of staff/ support for staff from under-represented groups to be made available via the HR homepage and HR helpdesk Policy for trans individuals (staff or community members) to be finalised, based on ACPO guidance (forthcoming)

1-3, 4-9

D, R, SO

Diversity Officer

From 2009

1-3, 4-9

D, R, SO

Diversity Officer

From 2009

1-3, 4-9

D, R, SO

Chairs Staff Support Groups

Annually in March

1-3, 4-9

D, R, SO

Ongoing

1-14

All

Chairs Staff Support Groups HR Helpdesk/ Policy Manager Policy Manager

8.2

8.3

8.4

8.5

8.6

8.7

Quarterly monitoring of positive action activities undertaken to promote recruitment of individuals from under-represented groups via Breaking Through [hyperlink]

2-3, 4, 6-9, 10, 12, 13-14

A, D, G, R, RB, SO, WL

Career Development Officer

Ongoing

After guidance published Quarterly

8.8

8.9

8.10 8.11 8.12 8.13

8.14 8.15

8.16

8.17

8.18

Recruitment and selection procedures for police officers and staff to be reviewed against equality legislation, impact assessed, and scrutinised by Police Authority Ensure all posts are advertised as available for part-time or flexible working (subject to exclusions for operational reasons) Ensure a ‘return to work action checklist’ is used by all HR managers when staff return from maternity leave Review all role profiles to ensure that disabled applicants are not inadvertently excluded Introduce ‘two ticks’ system in order to promote the recruitment of individuals with disabilities Request evidence from recruitment agencies of how their policies, procedures, and activities encourage disabled people to apply for posts Work with the Ability Network to identify any barriers to recruitment for disabled people All line managers to use reasonable adjustment form for staff who are disabled or returning to work from sickness absence Reasonable adjustments to be recorded as part of PDR process, to ensure that employees are not penalised for needing reasonable adjustments Guidance provided for line managers who deliver appraisals, to ensure that disabled employees are not disadvantaged in the appraisal process Reasonable adjustments in the workplace to be monitored to ensure that adjustments are appropriate and timely

1-14

All

Head of Recruitment

Ongoing

10, 12

Head of Recruitment

Ongoing

10, 12

Head of HR

June 2009

4, 6-9

Ongoing

4, 6-9

Head of Recruitment HR Lead for Disability HR Lead for Disability

4-9

Ongoing

4-9

HR Lead for Disability Head of HR

4-9

May 2009

4-9

Head of Development Services Head of Development Services Head of HR

Dec 2010 March 2010

June 2009

May 2009

Dec 2009

8.19 Assess and review the number of requests for reasonable adjustments annually and whether or not they have been met 8.20 Collate requests and responses to reasonable adjustments annually and circulate examples as learning resource 8.21 Assess and review the appraisal results of self-declared disabled employees on an annual basis and compare with results of non-disabled employees, to help identify any factors that may disadvantage disabled employees, and agree corrective actions 8.22 Review selection criteria for redeployment to ensure that they are not discriminatory, taking into account any reasonable adjustment 8.23 Regular feedback from Ability Network to enable us to account for disabled peopleâ&#x20AC;&#x2122;s disabilities, even where this involves more favourable treatment 8.24 Assess and review absence levels and the reasons for absence, including long-term sick leave to inform future policy (annual) 8.25 Review annually the impact of actions taken to retain staff who become disabled, and take corrective actions as needed 8.26 Recruitment materials will be provided bilingually (in Welsh/ English). It will be noted that applications are welcomed through the medium of Welsh 8.27 Undertake programme of work to improve support in the workplace for lesbian, gay, and bisexual members of staff. [Hyperlink to work plan for Stonewall Diversity

4-9

Head of HR

4-9

Diversity Officer

4-9

Head of Development Services

Annually in July

4, 6-9

Head of Recruitment

Dec 2009

Diversity Officer

4-9

All

Head of HR

4-9

Head of HR

Quarterly via meetings Annually via HMIC returns Annually via PDR

13-14

Welsh Language Advisor Diversity Champion Sexual

Annually from Dec 2009 Annually in June

Ongoing

Sept 2009 (assessed)

Champions Scheme] 8.28 Working group for Religion/ Belief to identify resources for 1-3 meeting spiritual needs of officers or staff (e.g. reflection rooms) 10-12 8.29 Link to Gender Equality Working Group action plan (including recommendations from Fawcett Commission/ Corston report, priorities identified for EHRC Wales) 8.30 Link to Action Plan for custody requirements in respect of 10-12 trans individuals

R, RB

G, T

Orientation Diversity Champion Religion/Belief Diversity Champion Gender Diversity Champion Gender

Ongoing Jan 2010

July 2009

Dec 2009

9. We will ensure that all staff and community members have access to police information and services This objective relates to our ‘Policing Pledge’, in which we promise to ensure that ‘you have fair access to our service at a time that is reasonable and suitable to you.’ Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

9.1

Produce audio and video versions of our key publications Develop protocol for making information available in accessible formats (large print, Braille, audio, BSL) and languages other than Welsh/ English on request Publicise the protocol for accessible formats and alternative languages, ensuring that staff on divisions are aware of the protocol Finalise the Guidance document for staff on the communication and service needs of staff and community members with disabilities Publicise the Disability Guidance document for staff, in particular staff in contact with the public All publications to state that accessible versions or summaries of documents in languages other that Welsh/ English are available on request Circulate simple guidance for staff on how to write reports and other communications in straightforward language (‘Plain English’/ ‘Cymraeg Clir’) Improve access to services in Force Communications

4, 6-9

1-3, 4, 6-9

PR/Marketing Manager Diversity Officer

March 2010 Sept 2009

1-3, 4, 6-9

PR/Marketing Manager

Dec 2009

4-9

Diversity Officer

Sept 2009

4-9

Dec 2009

4, 6-9

PR/Marketing Manager PR/Marketing Manager

4, 6-9

Diversity Officer

March 2010

4, 6-9

Communication Dec 2009

9.2

9.3

9.4

9.5 9.6

9.7

9.8

March 2009

Centre for people who are deaf or hard of hearing through the use of a multi-media messaging service 9.9 Consultation to take place via Confidence and Equality Groups on barriers to access to services. Feedback to BCU Commanders and HQ. 9.10 Continue programme of improvement and maintenance of police service buildings in order to comply with legislative requirements for accessibility of buildings 9.11 Conduct an accessibility audit throughout all premises and draw up and act upon a schedule for improvements 9.12 Resources made available to people with needs related to religion/ belief (e.g. prayer room in custody suite) on request 9.13 Satisfaction rates in crime investigation to be monitored, to ensure that any disproportionality between people from diverse groups or backgrounds is further analysed. 9.14 Establish regular Equality/ Diversity meetings with other public authorities to ensure that disabled people are not discriminated against or treated less favourably when carrying out public functions/ delivering public services. 9.15 Ensure that all Citizen Panel questionnaires contain questions annually on barriers to access to services 9.16 All materials for the public will be provided in Welsh and English in accordance with the Welsh Language Scheme 9.17 Promote the use of bilingual material for internal communications

1-2, 4, 6-9, 10, 12, 13-14

All

4, 6-9

1-3

R, RB

1-3, 4-6, 9, 1012, 13-14

All

4-9

1-2, 4-6, 9, 1012, 13-14 13-14

All WL

13-14

Centre Manager Ch/ Inspectors for Confidence/ Equality Head of Estates

Ongoing

Diversity Champion Disability Diversity Champion Religion/Belief Head of Corporate Services Diversity Officer

Ongoing

Diversity Officer Welsh Language Advisor Welsh Language Advisor

Annually

As required Ongoing

Ongoing

10. We will assess, consult on, and monitor the actual and likely impact of policies and functions on diverse groups Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

10.1

Prioritisation of functions and policies according to their relevance to the General Statutory Duty for Disability

4-9

May 2009

10.2

Prioritisation of functions and policies according to their relevance to the General Statutory Duty for Gender

10-12

10.3

Review the list of functions and policies assessed as relevant to General Statutory Duty for Race Mainstream the Equality Impact Assessment (EIA) process by integrating the EIA screening and full assessments (if required), and any consultation needed, into the policy-formulation process Equality Impact Assessment screening/ full assessment templates to be publicised throughout the organisation Evaluate and review the Equality Impact Assessment screening/ full assessment templates Diversity Officer and Welsh Language Advisor to act as advisors for the policy owners when undertaking Equality Impact Assessment screening or full assessments

1-3

1-14

All

Diversity Champion Disability Diversity Champion Gender Diversity Officer Diversity Officer

1-14

All

1-14

All

August 2009 April 2010

1-14

All

Full Equality Impact Assessments to be undertaken on policies screened and deemed to have a ‘medium’ or ‘high’ impact

1-14

All

Diversity Officer Diversity Officer Diversity Officer/Welsh Language Advisor Policy Owners

10.4

10.5 10.6 10.7

10.8

Dec 2009

May 2011 Dec 2009

Ongoing

10.9 10.10

10.11

10.12

10.13

10.14 10.15

10.16

10.17

10.18

All new or proposed policies to have Equality Impact Assessment screening, and full assessment if required Independent Advisory Group (IAG) to be consulted in the process of Equality Impact Assessment of new and proposed policies Diversity Officer to establish working relationship with Independent Advisory Group (IAG) by attendance at IAG meetings Encourage membership of IAG to be broadly representative of all diversity strands, and of communities served Policy owners to gather necessary qualitative and quantitative information as part of full Equality Impact Assessments, and to take account of findings when amending or finalising policies Full Equality Impact Assessments to be published as an appendix to policies Summary of consultation results in relation to Equality Impact Assessment process to be published as an appendix to policies Where a risk of adverse impact on a group has been identified, but policy is adopted nevertheless, adverse impact must be monitored and reviewed annually Review guidelines for drawing out disability and other equality issues as part of the Equality Impact Assessment process (especially with regard to the equality duties) Staff and community members to be consulted on the development of new services, and results to be

1-14

All

Policy Owners Policy Owners

Ongoing

1-14

All

1-14

All

Diversity Officer

From June 2009

1-14

All

Diversity Officer

Ongoing

1-14

All

Policy Owners

Ongoing

1-14

All

Ongoing

1-14

All

Policy Owners Policy Owners

1-14

All

Policy Owners

Ongoing

1-14

All

Diversity Officer

April 2010

1-14

All

Department Heads/ BCU

Ongoing

10.19

10.20

10.21

10.22

monitored against diversity strands (e.g. disability â&#x20AC;&#x201C; barriers to access) Procurement Department to prioritise key contracts and high-risk contracts, and build diversity monitoring into contract review meetings Ensure that equality and diversity considerations are incorporated into specifications where appropriate, for contracts identified as relevant/ high risk in relation to equality duties Annual reporting to Confidence and Equality Management Group on procurement activity in relation to equality duties (specifications, impact assessments, evidence from suppliers, monitoring etc) Provide training or guidance to Procurement staff in relation to embedding equality and diversity in procurement activity, with case studies of how diversity incorporated into contracts

Commanders 1-14

All

Procurement Manager

Ongoing

1-14

All

Procurement Manager

Ongoing

1-14

All

Procurement Manager

March 2010

1-14

All

Procurement Manager and Diversity Officer

March 2010

11. We will monitor our employment data *Note: ACPO guidance asks police forces not to undertake employment monitoring of trans individuals. Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

11.1

Undertake regular reviews of the monitoring information required under equality duties and regulations, and scope additional monitoring requirements Quarterly employment monitoring data to be gathered on numbers of staff in post (disability, gender, race) Employment monitoring data on staff in post to include volunteers and contracted staff (i.e. permanently outsourced) Annual monitoring of applicants for employment – Police Officers (from point of contact) Annual monitoring of applicants for employment – Police Staff (on receipt of applications) Annual monitoring of applications for and recipients of training (all diversity strands) – Police Officers [link to Obj. 5] Annual monitoring of applications for and recipients of training (all diversity strands) – Police Staff [link to Obj. 5]

1-14

All

Diversity Officer

1-12

D, G, R

1-12

D, G, R

1-12

D, G, R, RB

1-12

D, G, R, RB

1-14

A, D, G, R, RB, SO, WL

1-14

A, D, G, R, RB, SO, WL

Annual monitoring of applications for promotion and promotion rates – Police Officers

1-12

A, D, G, R, RB, SO

Corporate Services Procurement Manager/ Head of HR Head of Recruitment Head of Recruitment Head of Development Services Head of Development Services Career Development Officer

Annually or as required Quarterly

11.2 11.3

11.4 11.5 11.6

11.7

11.8

Annually via HMIC returns April annually April annually May annually May annually Annually in May

Annual monitoring of applications for promotion and promotion rates – Police Staff 11.10 Annual monitoring of PDR assessments (i.e. assessment level) – Police Officers

1-12

11.11 Annual monitoring of PDR assessments (i.e. assessment level) – Police Staff

1-14

A, D, G, R, RB, SO, WL

11.12 Monitoring of individuals involved in grievance procedures – Police Officers 11.13 Monitoring of individuals involved in grievance procedures – Police Staff 11.14 Monitoring of individuals who are subject to disciplinary procedures – Police Officers 11.15 Monitoring of individuals who are subject to disciplinary procedures – Police Staff 11.16 Monitoring of allegations of sexual and sexist harassment, harassment in respect of sexual orientation (homophobic) or disability, and racial harassment – Police Officers 11.17 Monitoring of allegations of sexual and sexist harassment, harassment in respect of sexual orientation (homophobic) or disability, and racial harassment – Police Staff 11.18 Monitoring of number of individuals who cease employment with the authority – Police Officers 11.19 Monitoring of number of individuals who cease employment with the authority – Police Staff 11.20 Annual monitoring of ‘reasons for leaving’ of individuals

1-14

1, 4, 5, 10, 11

A, D, G, R, RB, SO, WL A, D, G, R, RB, SO, WL A, D, G, R, RB, SO, WL A, D, G, R, RB, SO, WL D, G, R, SO

1, 4, 5, 10, 11

11.9

Head of Recruitment Head of Development Services Head of Development Services Policy Manager Policy Manager Policy Manager Policy Manager Policy Manager

Annually in May Annually in June

D, G, R, SO

Policy Manager

Monthly

1-12

A, D, G, R

1-12

A, D, G, R

1-12

A, D, G, R

HR Systems Supervisor HR Systems Supervisor HR Systems

May Annually May Annually May

1-14

1-14 1-14 1-14

A, D, G, R, RB, SO A, D, G, R, RB, SO, WL

Annually in June Monthly Monthly Monthly Monthly Monthly

11.21 Monitoring of Employment Tribunal cases, both the claims lodged and the eventual outcomes – Police Officers [link to Obj. 3 above] 11.22 Monitoring of Employment Tribunal cases, both the claims lodged and the eventual outcomes – Police Staff [link to Obj. 3 above] 11.23 Undertake an Equal Pay Audit. Analyse all components of the pay package, including special priority payments, bonus payments, competency-related threshold payments, and overtime – Police Officers 11.24 Undertake an Equal Pay Audit. Analyse all components of the pay package, including special priority payments, bonus payments, competency-related threshold payments, and overtime – Police Staff 11.25 Monitor all aspects of flexible and part-time working – Police Officers 11.26 Monitor all aspects of flexible and part-time working – Police Staff 11.27 Flexible working arrangements of staff to be reviewed with line managers annually (during PDR) 11.28 Monitor training and career progression of part-time staff (measured against full-time staff) 11.29 Quarterly monitoring of career progression of female and BME officers/ staff, via Career Development Working Group 11.30 Monitor implementation of ‘two ticks’ system (including guaranteed interviews to disabled people), reporting back to Disability Working Group

Supervisor Head of Legal Services Head of Legal Services Policy Manager

annually Annually

Policy Manager

May – June 2009

4, 10, 12

D, G

Annually

4, 10, 12

D, G

4, 10, 12

D, G

4, 10, 12

D, G

1-3, 12

G, R

4, 6-9

Policy Manager Policy Manager All Line Managers Policy Manager Career Development Officer HR Lead for Disability

1-12

A, D, G, R, RB, SO

1-12

A, D, G, R, RB, SO

10, 12

Annually

May – June 2009

Annually Annually via PDR Annually Quarterly

Quarterly

11.31 Monitor the number of disabled applicants interviewed and appointed, via Disability Working Group 11.32 Monitor the number of Welsh Speakers applying and working for the service

4, 6-9

13-14

11.33 Annual monitoring of ethnicity of all in-force and external trainers

2, 3

11.34 Quarterly monitoring of hate crime data by Force Confidence and Equality Group (attended by Police Authority)

3, 5, 8, 11

All

HR Lead for Disability Welsh Language Advisor Head of Development Services Head of Corporate Services

Quarterly Annually in May Annually in May Quarterly

12. We will publish the results of our impact assessment, consultation, and monitoring activities

Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

12.1

Annual reporting of employment monitoring data to Police Authority for scrutiny, via Confidence and Equality Management Board Annual employment monitoring data published on external website, and in Annual Report/ Policing Plan (for public scrutiny) Annual summary report relating to Equality Impact Assessment consultation results published on external website (and in Annual Report/ Policing Plan) Summaries of the employment monitoring data and Equality Impact Assessment data to be featured in annual reports for race, gender and disability Career Progression data for female/ BME staff reported to Police Authority quarterly, via Force Confidence and Equality Group Annual employment monitoring and Equality Impact Assessment reports to be published in accessible formats Annual report on nature of complaints made to Professional Standards Department (in terms of race and other diversity strands), identifying trends and corrective actions taken

1-12

D, G, R

Head of HR

June annually

1-12

D, G, R

1-14

A, D, G, R, RB, SO, WL

Head of Corporate Services Diversity Officer

Annually (annual report) Annually

1-12

D, G, R

Diversity Officer

Annually

1-3, 10-12

G, R

Quarterly

4, 6-9

Diversity Champion for Race Diversity Officer

1-3, 4-6, 8, 1012, 14

All

Head of Professional Standards

Annually

12.2

12.3

12.4

12.5

12.6

12.7

Annually

12.8

12.9

Quarterly monitoring of hate crime data to police authority for scrutiny, via Force Confidence and Equality Group and Planning, Performance, and Scrutiny Committee Annual publication of hate crime data (in Annual Report/ Policing Plan)

12.10 Monitoring report on the Welsh Language Scheme to be submitted to Welsh Language Board and then published externally 12.11 Training selection data to be collated and published annually and sent to Police Authority for scrutiny (link to obj. 5 above) 12.12 Annual report on consultation activities that have taken place via Divisional Confidence and Equality Groups, to be published in Force Annual Report/ Policing Plan

3, 5, 8, 11

All

Head of Corporate Services

Quarterly

3, 5, 8, 11

All

13-14

Oct 2009, and annually Annually in June

1-3

1-14

All

Head of Corporate Services Welsh Language Advisor Head of Development Services Ch/Inspectors Confidence/ Equality

Annually

Appendixes

Appendix 1: Summary of Equalities Legislation General Statutory Duties for Equality We have certain legal obligations under the three general duties to promote equality in the areas of disability, gender and race. We also have general responsibilities under the Welsh Language Act. To make it clear how each of the actions in our plan is linked to one or more parts of the general equality duties or responsibilities, we have numbered each part of each equality duty.2 Against each action in the Single Equality Scheme Action Plan there is a column showing which part of the general duties, as listed below, it relates to. The race equality duty gives us the following responsibilities: 1. Eliminate unlawful discrimination 2. Promote equality of opportunity 3. Promote good relations between people of different racial groups The disability equality duty gives us the following responsibilities: 4. Eliminate unlawful discrimination 5. Eliminate harassment of disabled people that is related to their disabilities 6. Promote equality of opportunity between disabled people and others 7. Take steps to take account of disabled peopleâ&#x20AC;&#x2122;s disabilities, even where that involves treating them more favourably than others 8. Promote positive attitudes towards disabled people 9. Encourage participation by disabled people in public life The gender equality duty gives us the following responsibilities: 10. Eliminate unlawful sex discrimination 11. Eliminate harassment 12. Promote equality of opportunity between men and women The requirements to eliminate unlawful sex discrimination and harassment also include discrimination and harassment on the basis of gender reassignment. The Welsh Language Act 1993 gives us the following responsibilities: 13. Give the Welsh and English languages equal status in the conduct of our business. 14. Improve service provision to the public in their language of choice. Where possible, we aim to extend these to include the â&#x20AC;&#x2DC;newerâ&#x20AC;&#x2122; areas of our remit (age, religion or belief and sexual orientation). Where actions relate specifically to these newer areas we have made this clear. 2

Specific Duties for Disability The Disability Equality Duty came into force in December 2006. This legal duty requires all public bodies to actively look at ways of ensuring that disabled people are treated equally. All public bodies covered by the specific duties must produce and implement a Disability Equality Scheme. The specific duties set out a framework to assist authorities in meeting their general duty. All public authorities covered by the specific duties must: -

publish a Disability Equality Scheme (including within it an Action Plan) involve disabled people in producing the Scheme and Action Plan demonstrate that they have undertaken the actions in the scheme, and achieved appropriate outcomes report on progress review and revise the scheme.

The specific duties require authorities to involve disabled people who appear to them to have an interest in the way they carry out their functions in developing the scheme. This may include former, current and potential service users, staff and the wider community. It is important to consider the full diversity of disabled people â&#x20AC;&#x201C; in terms of the type of impairment and barriers people experience, as well as other equality issues such as ethnicity, age, gender, sexual orientation, and religion or belief. All authorities subject to the specific duties must set out their arrangements for gathering information in relation to recruitment, development and retention of disabled employees, and must put these arrangements into practice. Also, authorities must look at the extent to which the services they provide and the other functions take account of the needs of disabled people. An authority must set out their arrangements for making use of any information obtained about disabled people â&#x20AC;&#x201C; for example, how it influences the authorityâ&#x20AC;&#x2122;s Action Plan. The essential elements that a Disability Equality Scheme must include are: -

a statement of how disabled people have been involved in developing the scheme an Action Plan arrangements for gathering information about the performance of the public body on disability equality arrangements for assessing the impact of the activities of the authority on disability equality and improving these when necessary details of how the authority is going to use the information gathered, in particular in reviewing the effectiveness of its Action Plan and preparing subsequent schemes.

Specific Duties for Gender The General Statutory Duty for Gender came into effect in April 2007. The duty applies to all public authorities in respect of all of their functions, with limited exceptions. This means it applies to policy-making, service provision, employment matters, and in relation to enforcement or and decision-making. It also applies to a public authority in relation to services and functions which are contracted out. Public authorities are expected to have 'due regard' to the need to eliminate unlawful discrimination and harassment and promote equality of opportunity between men and women in all of their functions. Due regard comprises two linked elements: proportionality and relevance. The weight which public authorities give to gender equality should therefore be proportionate to its relevance to a particular function. As part of the duty, public authorities are required to have due regard to the need to eliminate unlawful discrimination and harassment in employment and vocational training (including further and higher education), for people who intend to undergo, are undergoing or have undergone gender reassignment. (In the Code of Practice for Gender Equality, the expression â&#x20AC;&#x2DC;transsexual peopleâ&#x20AC;&#x2122; is used to refer to the people who are covered by those provisions.) The specific duties are: -

to prepare and publish a Gender Equality Scheme, showing how it will meet its general and specific duties and setting out its gender equality objectives in formulating overall objectives, to consider the need to include objectives to address the causes of any gender pay gap to gather and use information on how the public authority's policies and practices affect gender equality in the workforce and in the delivery of services to consult stakeholders (i.e. employees, service users and others, including trade unions) and take account of relevant information in order to determine gender equality objectives to assess the impact of current and proposed policies and practices on gender equality to implement the actions set out in the Gender Equality Scheme within three years, unless it is unreasonable or impracticable to do so to report against the scheme every year and review the scheme at least every three years

Even if a public authority is not subject to the specific duties (such as public authorities operating solely in Wales), it will still be expected to provide clear evidence of meeting the general duty. The specific duties can act as a framework to assist authorities in complying with the general duty.

Specific Duties for Race The General Statutory Duty to promote race equality is commonly referred to as the Race Equality Duty. The Race Relations Act 1976 was amended in 2000, introducing various specific duties for public authorities (including the employment duty) by way of statutory instruments. The Race Relations (Amendment) Act 2000 came into force in April 2001, and the specific duties came into effect in December 2001. Public authorities are expected to have ‘due regard’ to the three parts of the duty to promote race equality. This means that the weight given to race equality should be proportionate to its relevance to a particular function. In practice, this approach may mean giving greater consideration and resources to functions or policies that have most effect on the public, or on the authority's employees. The authority's concern should be to ask whether particular policies could affect different racial groups in different ways, and whether the policies will promote good race relations. As the Code of Practice on the Race Equality Duty explains, ’due regard’ does not mean that race equality is less important when the ethnic minority population is small. Public authorities should consider the following four steps to meet the general duty: -

identify which of their functions and policies are relevant to the duty (or affect most people) put the functions and policies in order of priority, based on how relevant they are to race equality assess whether the way these 'relevant' functions and policies are being carried out meets the three parts of the duty consider whether any changes need to be made to the policies and functions, and make the changes

The specific duties are to prepare and publish a race equality scheme, setting out how the authority will meet both their general and specific duties, and to identify: -

which functions and policies, or proposed policies, are relevant to the duty arrangements for assessing and consulting on the likely impact of proposed policies on the promotion of race equality arrangements for monitoring policies for any adverse impact on the promotion of race equality arrangements for publishing the results of assessments and consultations as outlined above how it ensures public access to the information and services provided by the authority arrangements for training staff in connection with the Race Equality Duty arrangements for reviewing the list of functions and policies relevant to the duty every three years

Other Equalities Legislation Dyfed-Powys Police is also working to eradicate discrimination on the grounds of age, gender identity, religion or belief, and sexual orientation. The legislation relevant to these diversity strands includes the following: -

Employment Equality (Religion or Belief) (Amendment) Regulations 2003 Employment Equality (Sexual Orientation) (Amendment) Regulations 2003. Gender Recognition Act 2004 Employment Equality (Age) Regulations 2006

Other equalities legislation relevant to this Scheme includes the following: -

Equality Act 2006 Sex Discrimination Act 1975 (Amendment) Regulations 2003 Equal Pay Act 1970 (Amendment) Regulations 2003 Disability Discrimination Act 1995

Responsibilities under the Welsh Language Act 1993 Following the Welsh Language Act of 1993, all public and crown bodies must have a Welsh Language Scheme. The Scheme must detail how an organisation will deal with the Welsh speaking public in their language of choice. The Dyfed-Powys Police and Police Authority Welsh Language Scheme is based on a generic Scheme, prepared by the four police forces and British Transport Police in Wales with assistance from the Welsh Language Board. Our Welsh Language Scheme was approved by the Welsh Language Board in January 2007. The Scheme has two basic principles at its heart which were agreed by the Welsh Association of Chief Police Officers, which are: -

to give the Welsh and English Languages equal status in the conduct of our business to improve service provision to the public in their language of choice

As part of the commitments made in the Welsh Language Scheme the Force must also prepare a Language Skills Strategy to detail how the Welsh Language will be included as an integral consideration in recruitment and training processes. The Welsh Language Scheme must provide detailed information on how a Welsh Language service will be provided to the public, by phone, correspondence, or in person. The Force has also committed to training its staff to offer the Welsh Language service pro-actively.

The forthcoming Single Equality Act The Government has a manifesto commitment to introduce a Single Equality Bill within this Parliament. It established the Discrimination Law Review in February 2005 to carry out a comprehensive review of discrimination law and to make recommendations that would simplify and modernise the law and ensure better enforcement and compliance with it. It published the Green Paper ‘A Framework for Fairness: Proposals for a Single Equality Bill’ for consultation in June 2007. Currently, there are three separate public duties for race, disability and gender. The Government has proposed a new streamlined Public Sector Duty (PSD) to replace the existing race, disability, and gender duties. By extending the duty to cover age, sexual orientation, religion or belief, and gender reassignment, public services should be better able to meet the diverse needs of the communities they serve. The specific processes that will be required of public bodies to comply with the new duty will be set out in subsequent secondary legislation and there will be further consultation on these. The new Equality Bill will make it unlawful to discriminate against adults aged 18 and over because of their age when providing goods, facilities and services and carrying out public functions. The Government has said that this will not affect differential provision of products or services for older people where it is justified. It has also said it will look at legislative and non-legislative mechanisms to encourage better compliance with the procurement aspects of the public duty. ‘Framework for a Fairer Future’ contains a range of measures to improve the transparency of public authorities. The new public sector duty will require public sector organisations to publish their overall gender pay gap, ethnic minority employment gap, and disability employment gap. The existing discrimination laws provide very limited opportunities to undertake positive action. Generally, employers are allowed to encourage individuals from under-represented groups to apply for jobs by placing recruitment adverts in specialist media or by providing targeted training (so long as this does not automatically lead to a job). The new Equality Bill will create more scope for positive action by allowing employers to appoint or promote someone on the basis that they are from an under-represented group, in situations where there are equally qualified candidates. However, employers will not be able to have a general rule that enables them to do this in every such situation, and employers will not be compelled to appoint the person from the under-represented group either. From the earliest drafting stages of this Bill, the Government stated its commitment to the principle of ‘no regression’ – an assurance that a new Equality Bill would not undermine the existing protection enjoyed by disadvantaged groups.

Appendix 2: Overview of Equality Impact Assessment Process The purpose of undertaking equality impact assessments is to ensure that an organisationâ&#x20AC;&#x2122;s activities do not disadvantage people in any way that contradicts equality legislation. Equality impact assessments also prompt an organisation to consider whether it is missing any opportunities to promote equality or to fulfil any of its other duties and responsibilities for equality. An equality impact assessment is not an end in itself. It is the process an organisation will go through in order to identify and then act on the need to modify policies and practices to eliminate any adverse impact on certain groups of people, and promote equality of opportunity. Our process for undertaking equality impact assessments has been incorporated into our process for formulating new policies. Policy owners are prompted to use an â&#x20AC;&#x2DC;impact assessment screening toolâ&#x20AC;&#x2122; for all proposed or draft policies. Guidance is provided for policy owners on how to use this screening tool. A scoring system is used to assess the potential that the policy has of impacting on certain groups of people. Whether members of staff or members of the community. Policies that are rated as having a medium or high risk of impact then undergo a Full Equality Impact Assessment. The Full Equality Impact Assessment requires the policy owner to consult with relevant groups of people on the content of the policy, and to gather relevant evidence and statistics. Guidance is provided for policy owners on how to undertake a Full Equality Impact Assessment. The following templates and guidance used for screening policies and undertaking Full Equality Impact Assessments can be found in Appendix 3: -

Screening Assessment (Template) Screening Assessment (Guidance) Full Impact Assessment (Template) Full Impact Assessment (Guidance)

Appendix 3: Equality Impact Assessment Templates DIVERSITY SCREENING ASSESSMENT

For completion by Policy and Procedure Owners Please see separate ‘Screening Assessment Guidance’ for notes to help you complete this Screening Assessment. Policy / Procedure Title – FPP number Brief Description / Aims:

Policy / Procedure owner signature

Date Completed

…… …………………………

…………………..

1.0 Screening assessment When completing this assessment, please ensure you take account of the 7 strands of Diversity: Race, Gender, Disability, Religion or Belief, Sexual Orientation, Age, and the Welsh Language. 2.0 Equality Schemes Please answer the following questions that relate to the Police Service's obligations under the Sex Discrimination Act 1975, Race Relations Act 1976, Amended 2000, Disability Discrimination Act (DDA) 1995, DDA 2005, Employment Equality (sexual orientation) Regulations 2003, Employment Equality (Religion or Belief) Regulations 2003, Employment Equality (Age) Regulations 2006, and the Welsh Language Act 1993. Does the policy, procedure OR activity involve or impact upon: Eliminating discrimination? Yes / No Promoting equality of opportunity? Yes / No Promoting good relations between diverse groups? Yes / No Is there any reason to believe that some diverse groups (relating to all the strands of diversity) could be differently affected by this policy? Yes / No If your answer is 'Yes', please specify

Please forward the completed Screening Assessment to the Force Diversity Officer and Welsh Language Advisor, who will review your assessment for Quality Assurance purposes.

3.0 Diversity questions (the 7 strands of Diversity are: Race, Gender, Disability, Religion or Belief, Sexual Orientation, Age, and the Welsh Language). NATURE OF ACTIVITY 3.1

Does this activity impact directly on the public?

3.2

Does this activity impact directly or indirectly on police officers / staff?

POTENTIAL IMPACT (Yes/No)

For example, extending shifts

3.3

Does this activity involve the use of police powers or fulfilment of legal obligations?

3.4

Can discretion be exercised during the use of this police power or legal requirement?

Is there the opportunity to treat people differently based on personal bias?

3.5

Is this activity likely to affect equality of opportunity for staff?

(For example, access to enhanced rates of pay, career development.)

3.6

Is this activity likely to present an opportunity for improving relations between diverse groups?

3.7

Please list the diversity monitoring undertaken with regard to this activity. Is there a requirement to develop this monitoring?

(If no monitoring currently takes place, it is likely that this will be a 'yes', please seek advice from the Force Diversity Officer)

3.8

Review the current data. Is there any apparent disproportionality between groups? (the Force Diversity Officer will ask for details of the data that has been examined)

3.9

Is there public / political concern in relation to any of the strands of diversity or any community issue attached to this activity?

(Consider the national picture as well as local issues, taking account of environmental scanning and recent media concerns.

3.10

Do people that belong to the different strands of diversity have any different needs, experiences, issues and/or priorities in relation to this policy

(If you are unsure about this, please contact the Force Diversity Officer)

Nature of potential impact on public or staff: Low, Medium or High? Total Score of Yes 1 to 3 = low impact; Yes 4 or 5 = medium impact; Yes 6 to 10 = high impact.

Number of answers: Assessment relevance:

Please highlight any of the above sections that you feel are of high significance (use an asterisk) and may result in the policy being rated as policy of medium or high relevance, even if the score does not achieve that rating. This applies particularly to 3.9 and 3.10. Please be aware that the Force Diversity Officer will Quality Assure these Assessments, and may alter the score as deemed appropriate. If you have a medium or high-rated policy, you will need to complete the Full Impact Assessment. The Full Impact Assessment template and accompanying Guidance can be found on the Intranet site, on the Human Resources and Diversity pages.

NOTE: Policies or procedure with activities that register low potential impact, fall outside of those deemed â&#x20AC;&#x153;relevantâ&#x20AC;? in terms of equality duties and need not be fully assessed.

'YES' for

Assessment for Relevance Guidance These questions do not form part of the Screening Assessment. They are designed to help you work through the Screening Assessment. For further advice please contact the Force Diversity Officer or the Welsh Language Advisor.

The 7 strands of Diversity are: Race, Gender, Disability, Religion or Belief, Sexual Orientation, Age, and the Welsh Language

Explain the impact assessment you have made.

These questions will help you answer questions 3.13.6 on the assessment form

Yes

1. What is the purpose of the proposed policy (or the changes you want to make to a policy)?

Does this impact?

2. What are you are trying to achieve through the proposed policy, and why?

Does this impact?

3. Who is intended to benefit from the proposed policy, and how?

Does this impact?

4. Are there associated aims of the proposed policy? What are they?

Does this impact?

5. Is responsibility for the proposed policy shared with another department or authority or organisation? If so, what responsibility, and which bodies?

Does this impact?

6. Will the proposed policy involve, or have consequences for the people that Dyfed-Powys Police serves and employs?

Does this impact?

These questions will help you answer question 3.7 3.8 on the assessment form 1. Have you looked at equality monitoring data gathered by Dyfed-Powys Police, or its partner agencies?

Does this impact?

The 7 strands of Diversity are: Race, Gender, Disability, Religion or Belief, Sexual Orientation, Age, and the Welsh Language

Explain the impact assessment you have made.

2. Have you made comparisons between your policy and similar policies in other departments?

Does this impact?

3. Have you looked for data on complaints about this area of work?

Does this impact?

These questions will help you answer questions 3.9 3.10 on the assessment form 1. Could the consequences of the policy differ according to a person's diversity group, for example, because they have particular needs, experiences or priorities?

Does this impact?

2. Is there any reason to believe that people could be affected differently by the proposed policy, according to their diversity group, for example in terms of access to a service, or the ability to take advantage of proposed opportunities?

Does this impact?

3. Is there any evidence that any part of the proposed policy could discriminate unlawfully, directly or indirectly, against people from some diverse groups?

Does this impact?

4. Is there any evidence that people from some groups may have different expectations of the policy in question?

Does this impact?

5. Is the proposed policy likely to damage relations between any particular group (or groups) and Dyfed-Powys Police?

Does this impact?

FULL IMPACT ASSESSMENT (DPP) Function/Policy Name: Policy Status: Policy Owning Department: Head of Department: Person completing Impact Assessment: Date Completed: Contact Telephone Number:

You will have already completed Screening Assessment with regard to your policy / procedure / activity. If your relevance score was Medium or High, you need to complete a Full Impact Assessment. This template is designed to help you undertake and record that Full Assessment. Please use the Full Assessment Guidance notes to help you complete this document. If you have any questions, the force Diversity Officer can be contacted on Extension 23071

IDENTIFY THE MAIN AIMS OF THE POLICY

It is vital to begin the assessment process with a clear understanding of the policy that you are developing/assessing? Please detail the main aims below:

CONSIDER THE EVIDENCE

The information you have gathered will help you to make decisions about your policy, and to explain those decisions. The quality of the information used will affect the analysis of the impact of your policy. It is recommended that you seek advice from the Force Diversity Officer to ensure your analysis is valid. Please detail what the evidence you have collated tells you about that policy or procedure:

ASSESS ANY LIKELY IMPACT

This stage lies at the heart of the impact assessment process. Your starting point will be any disparities or potential disparities you have identified during the above process. You now need to make a judgement as to whether these amount to adverse impact. This involves systematically evaluating the proposed policy against all of the information and evidence you have gathered and making a reasonable judgement as to whether the policy is likely to have significant negative consequences for a particular diverse group (or groups). Outline the likely impact below:

CONSIDER ALTERNATIVES

If your assessment shows that the proposed policy is likely to have an adverse impact on a particular diverse group (or groups), that is, that it will have significant negative consequences for them, you must consider alternatives. List potential alternatives, the decision taken, and explain the decision:

CONSULTATION OUTCOMES

You will have planned and carried out a consultation process. This is a critical area of policy development and will affect the legitimacy of the policy and the trust of the community we serve. Please list every person/group/organisation (both internal and external) you have consulted with and the outcomes and view obtained during that consultation:

DECIDE WHETHER TO ADOPT THE POLICY

Having undertaken consultations and considered alternatives to the policy or alternative approaches to parts of the policy, consider whether this policy should now be adopted. Is this policy being adopted: explain why and what alterations, if any you will make to the policy

MAKE MONITORING ARRANGEMENTS

This full assessment enables you to scrutinise the policy at its start. It is not possible to know how a policy affects communities until it is in operation. We therefore have to monitor the policy to assess its true impact. You should plan the monitoring arrangement while you are writing the policy. Please detail the monitoring arrangements that will be established:

PUBLISHING ASSESSMENT RESULTS

Under the Specific Duty to produce and publish a Race Equality Scheme we have to make arrangements to publish the results of assessments and consultations undertaken on policies identified as relevant. Please refer to the Diversity Officer.

If you feel there is any reason why this Impact Assessment should not be published please detail here, including the reason why:

DECLARATION I am satisfied that this policy has been fully impact assessed. I understand the Impact Assessment of this policy is a statutory obligation and that, as owners of this policy, we take responsible for the completion and quality of this process. Signed: Job Title: Dated: Head of Department Signed: Dated: Please note this Full Impact Assessment will be scrutinised by the Force Diversity Officer.

Full Assessment Guidance Notes Please note: these questions do not form part of the Full Assessment. They are designed to help you work through the Assessment. For further advice please contact the Force Diversity Officer or Welsh Language Advisor. The 7 stands of Diversity are: Race, Gender, Disability, Reigion or Belief, Sexual Orientation, Age, and the Welsh Language. Full Assessment Sections

What impact, if any, could this have on the 7 strands of diversity?

1. Identify all aims of the policy

It is vital to begin the assessment process with a clear understanding of the policy you want to develop. Your answers to the following questions should help candidates to consider proposals within a wider policy context, and provide the terms of reference for the assessment. 1. What is the purpose of the proposed policy (or the changes you want to make to a policy)? 2. What are you are trying to achieve through the proposed policy, and why? 3. Who is intended to benefit from the proposed policy, and how? 4. Are there associated aims of the proposed policy? What are they? 5. Is responsibility for the proposed policy shared with another department or authority or organisation? If so, what responsibility, and which bodies?

2. Consider the evidence 1. What sort of information are you likely to need to develop an effective policy that benefits all groups equally? 2. Who will decide what information will be needed, and where to look for it? 3. What quantitative and qualitative information is already available in-house. For example, from departments responsible for research, statistics, policy, information services, human resources, and diversity units and from staff, trade unions and staff associations, through members of the advisory group and, outside your authority, from other stakeholders and people from the communities likely to be affected by the proposed policy? 4. Could other authorities with similar policies advise as to the information they found useful? 5. Is the information up to date, relevant and reliable?

6. Will the information need to be supplemented through

new research, or specially commissioned qualitative or quantitative surveys, or consultation exercises designed to fill gaps in the information about certain groups, particularly small groups whose needs and experiences are not captured by the broad Census 2001 categories. The former Commission for Race Equality recommended using, for example, newcomers, including asylum seekers and refugees, and temporary residents, including Gypsies and Travellers? 7. Can you think of any other organisations that might want to join in commissioning new data or research or consultation exercises?

8. Who will be responsible for pulling together all the information needed, in the required form? It may be necessary to analyse data sets from various sources, in order to establish trends and patterns, and draw inferences about the likely effects of the proposed policy on different groups

3. Assess likely impact 1. Do you think there might be adverse impact on some groups? That is, are any disparities in the ethnic (or other) data statistically significant, and not due to chance? 2. Are there other factors that might help to explain the adverse impact? If not, or if one particular group remains significantly affected, would changes to the policy, or the way it is put into practice, remove or substantially reduce the impact? 3. Could the proposed policy lead to unlawful direct discrimination? If yes, you must abandon it straight away and look for different ways of achieving your policy aims: direct discrimination can never be justified. 4. Could the proposed policy lead to unlawful indirect discrimination? If yes, you should look for different ways of achieving your policy aims. If you decide the policyâ&#x20AC;&#x2122;s potential for indirectly discriminating against some groups is justifiable, you would be well advised to seek legal advice on the question of justifiability. This is a difficult area of law and most policy writers will not be sufficiently versed in the legal subtleties. 5. Could the proposed policy damage relations between your authority and a particular racial (or other) group(s)? 6. Could the policy be in breach of other legislation or international obligations?

7. Is the proposed policy intended to increase equality of opportunity for some groups, for example, by taking advantage of the positive action provisions of the Race Relations Act? Are you confident that the policy is lawful, and that you can justify it? Do you need to take steps to counter any resentment the policy might cause among other groups? 8. Where you have made substantive changes to a policy, have you re-assessed it? 9. Have you discussed the results of the assessment with the Independent Advisory Group and/or other stakeholders? 10. Do you need to hold an informal consultation exercise, internally or externally, at this stage? 11. Would further research be useful? Would this be a proportionate response to the policy in terms of its importance?

4. Consider alternatives 1. Does your assessment show that the proposed policy could have an adverse impact on some groups? Do we still need the policy? 2. Is it possible to change some of the policy to reduce the adverse impact, but not affect the policy? 3. How does each policy option advance or hinder equality of opportunity? 4. Could the proposed policy lead to tensions between groups? Is this linked to positive action initiatives? How can you explain the basis of the positive action to reduce tensions? 5. Will the social and economic costs or benefits of implementation outweigh the costs to you or other groups? What are the net social benefits of implementing each option? 6. If you accept the adverse impact, what are the consequences? What would be the consequences for you, in law, and in the possible loss of credibility and confidence among some groups? Are you sure you can justify proceeding with this policy?

5. Consultation Outcomes 1. Have you identified all the groups likely to be affected by the proposed policy, directly and indirectly? 2. Which organisations and individuals are likely to have a legitimate interest in the policy? 3. What methods of consultation are most likely to succeed in attracting the people you want to reach? 4. Have you reviewed the consultations that take place throughout the force? 5. Have you asked members of the advisory group to carry out consultations in their sectors or areas of expertise? 6. Have you made use of the Community Members database? 7. Have previous attempts to consult particular communities been unsuccessful? If so, why, and what can you do to overcome any obstacles? 8. If meetings are to be held, have you made sure that the practical arrangements â&#x20AC;&#x201C; dates, times and venues â&#x20AC;&#x201C; do not coincide with religious customs or festivals? 9. How will information, pre- and post-consultation, be made available? 10. Have you made arrangements to translate the consultation material, and the publicity material for the consultation, and to have interpreters at meetings?

6. Decide whether to adopt the policy 1. Does the assessment show that the proposed policy will have an adverse impact on a particular group (or groups)? 2. Is the proposal likely to make it difficult to promote equal opportunities or good relations between different groups? 3. Was the policy was necessary in order to carry out your functions? 4. Do you believe that the means you have employed to achieve the aims of the policy are proportionate, necessary and appropriate? 5. Were you unable to find another way of achieving the aims of the policy that had less discriminatory effect? 6. Have you kept a record of your conclusions at each stage of the decision-making process, and are your conclusions in an equality impact assessment report to be forwarded to the Diversity Officer? 7. Does your report clearly show the relative weight you have decided to give to each type of evidence: monitoring data, research findings, other statistics, and the results of your consultations (formal and informal). Can you explain the reasons for your decision, and make recommendations on how to put the policy into practice, including suggestions for training and monitoring

7. Make monitoring arrangements 1. Can the policy be piloted, to see how it actually affects people, depending on their group? 2. How will the results of the pilot be taken into account, before the policy is finally adopted and launched? 3. How will the policy be monitored once it becomes operational? 4. Who will be responsible for the monitoring? 5. How will the effects of the policy on equality of opportunity and good race relations and other aspects of diversity be monitored? What criteria will be used to assess these? How will any concerns be taken into account in any review of the policy? 6. How often will the policy be reviewed, and who will be responsible for this? 7. Has a formal monitoring programme been drawn up, to make sure the entire process is followed through systematically, and within a realistic timetable?

8. Publish assessment results 1. Complete the Full Impact Assessment template A good equality impact assessment report will: 1. Include the best information available at the time 2. Be clear, concise, balanced and in proportion to the policyâ&#x20AC;&#x2122;s relevance to the three parts of the race equality duty 3. Be a self-contained document 4. Use plain and clear language. If you produce feedback reports on your consultations, do make sure everyone who took part receives a copy. The report could usefully contain the following: 1. A brief explanation of the aims of the consultation and the different methods used to reach anyone likely to be affected by the proposed policy 2. A summary of the different views expressed 3. A review of the proposed policy (or policy options) in the light of the responses received, particularly those expressing concern that the proposals could disadvantage some racial groups 4. A statement of what you plan to do next.

Appendix 4: Prioritisation of functions and policies in relation to Race Equality Duty (Compiled May 2008) The table below includes a list of Dyfed-Powys Police’s functions and policies. These functions and policies have been assessed according to their relevance to the Race Equality Duty. This list will be reviewed at least every 3 years. ‘Relevance’ is defined by the Code of Practice as ‘having implications for (or affecting) race equality’. The Race Relations (Amendment) Act 2000 indicates that proportionality should be considered, such that those functions and policies with the most relevance are prioritised. The functions and policies in the table below have been prioritised according to the following criteria: -

Is there any evidence or reason to believe that some racial groups could be or are being differently affected? Is there any public concern that functions and policies are being operated in a discriminatory manner? Is there any opportunity to better promote equality of opportunity and good relations between different racial groups by altering policy? Is there any evidence that different racial groups have different needs or experiences of this function or policy?

High, medium or low prioritisation has been given to these functions and policies as a result. The functions and policies deemed to be of the highest relevance to the General Duty have been screened for their likely impact on the General Statutory Duty for race – that is, to have due regard to the need to eliminate unlawful discrimination, and to promote equality of opportunity and good relations between persons of different racial groups. Functions and policies which have been identified as having a potential ‘high’ impact on the General Statutory Duty, via the Equality Impact Assessment screening process, have been subject to a Full Equality Impact Assessment. The Equality Impact Assessment Screening tool and Full Equality Impact Assessment templates, and accompanying guidance, are included in Appendix 3. Procurement and Contracted out Functions Where Dyfed-Powys Police invites Tenders and engages Contractors to provide functions or supply services on its behalf, the obligation to comply with the General Duty and Specific Duties for Race is included within the PreQualification Questionnaires and contracts between Dyfed-Powys Police and those third parties.

Prioritisation of functions and policies in relation to the Disability and Gender Equality Duties The functions and policies in the table below will also need to be assessed according to their relevance to the Disability and Gender Equality Duties. A timetable for these activities is included in the Single Equality Scheme Action Plan. List of prioritised functions and policies in relation to Race Equality Duty Title

Priority

Policy Scheme Function Guidance Protocol Policy Guidance Policy Guidance Guidance Policy Policy Policy Policy Policy Policy

High Low High Medium Low Low High Medium Low Low High

Guidance Policy Policy

High Low Low

Bobby Van Scheme Bomb Threats / Incidents – Response to Bonus Payments Bullying and Harassment Procedure Business Interests Policy

Guidance Policy Policy Policy Policy

Low Low Medium High Low

Career Break Scheme Cautioning of Adult Offenders Policy CCTV Protocol Clued up “Intranet” Policy Common Minimum Standards Community & Race Relations Strategy Community Engagement and Consultation Strategy Community Tension Policy

Policy Policy Guidance Policy Policy Policy Policy

Medium Medium Medium Low Low High High

Policy

High

Absence Management – Police Staff Accidents – Road Traffic & Other Administration of Justice Policy Adoption Leave Adverse Weather Conditions Guidelines Age Discrimination Policies and Processes Antisocial Behaviour Orders Policy Anti-Social Behaviour – A Partnership Approach ANPR Policy Appointments Policy Assessment, Selection & Promotion of Police Officers Asylum Seekers – Guidance Audiometry Audit & Review Policy

Competency Related Threshold Payment Complaints Against the Police, Organisational Complaints and Misconduct Procedures Conditions of Service Control of Explosives Corruption, Dishonesty & Unethical Behaviour Policy Crime Recording and Investigation Policy Critical Incident Command Policy Critical Incidents Policy Critical Incident Stress Management Policy Custody Policy and Guidance Manual Custody User Group

Policy Policy

Medium High

Policy Policy Policy

Medium Low Low

Policy Policy Policy Policy Policy Function

Medium High High Low High High

Policy Policy Policy Policy Policy Policy Policy

Low Low High High High High High

Policy Policy

Low Low

Electronic tagging (17 years on bail) Email Addressing Scheme Equal Opportunities Policy Escorting Abnormal Indivisible Loads External Secondment Policy

Guidance Policy Policy Policy Policy

Low Low High Low Medium

Fairness and Dignity at Work Procedure Family Liaison Officers Fire Policy Fixed Term Contracts Flexible / Part Time Working Freedom of Information Policy Force Firearms Policy

Policy Guidance Policy Policy Policy Policy Policy

High Medium Low Medium Medium High Medium

General Crime Prevention Advice Granting of Firearm Shotgun Certificates Grievance Procedure Guidance on Agency Staff

Guidance Policy Policy Guidance

Low Low High Low

Data Protection & Disclosure Policy Destruction of Controlled Drugs Policy Dignity Programme Disciplinary Procedures & Rules â&#x20AC;&#x201C; Police staff Diversity Strategy Domestic Abuse â&#x20AC;&#x201C; Risk Management Domestic Abuse Involving Dyfed-Powys Police Officers or Employees Drug Intervention Programme Referral Scheme Drug Seizure, Retention and Submission Procedures

Hate Crime Policy Health and Safety Policy Healthy Minds at Work Helicopter Support Unit Operating Procedures High Potential Development Scheme HIV Policy Home working Hospitality and Gifts Housing Policy Hunting Policy

Policy Policy Policy Policy Policy Policy Policy Guidance Policy Policy

High Low Medium Low High Medium Low Low Low Low

Impact Nominal Index (INI) Information Security Policy Information Sharing Policy Injury on Duty Awards Initial Recruitment of Police Officers Intelligence Policy Internet and External Mail Security Policy Investigation of Road Deaths Policy Investigation of Sexual Offences

Policy Policy Policy Protocol Guidance Policy Policy Policy Policy

Medium Low Low Low High Low Low Medium Medium

Job Evaluation and Equal Pay Jury Service

Policy Guidance

Medium Low

Learning Strategy Leave to Undertake Fertility Treatment Local Govt Discretionary Payments Regulations

Policy Policy Guidance

High Low Medium

Policy Policy Policy Policy

Medium Medium High Medium

Policy Policy

Medium Medium

Policy

Medium

Policy Policy Guidance Policy

Medium Medium Medium Low

Major Crime Investigation Policy Major Incident Police Response Management of Absence – Police Staff Management of Capability Procedure – Police Staff Management of Probationers Management of Unconvicted Potentially Dangerous Persons MAPPA – Multi-Agency Public Protection Arrangements Maternity Leave for Police Officers Maternity Regulations (Police Staff) Mediation Guidance Medical Consultation and Treatment

Mental Health Issues Mental Health – Inter Agency Protocol – Persons found in public places Missing Persons Policy MOU Underage Alcohol Sales

Policy Policy

High Medium

Policy Guidance

Medium Low

Needle Replacement Scheme – Policy Neighbourhood Policing – Abstraction Policy Neighbourhood Policing – HR Strategy Neighbourhood Watch Guidance Document Non-Crime Incident Recording Policy NSPIS Case Preparation & Custody Project

Policy Policy Policy Guidance Policy Function

Low Low Low Medium

Policy Policy

Low Low

Guidance Policy Policy Policy Guidance Policy Guidance Policy Guidance Policy Policy Protocol Policy Policy

Low Low High Medium Medium High High Medium High Low High Medium Medium Medium

Policy Policy Policy Policy Guidance Policy Policy

Low Low Low High High High Medium

Policy Policy Policy

Medium High High

Policy Guidance

Low High

OHU Policy Officer Safety Training

Parental Leave Guidance Paternity Leave Policy Pay and Conditions of Service – Police Staff PCSO Policy PDR Policy & Guidance Document Penalty Notices for Disorder Performance Review Systems Persistent Complainants’ Policy Persistent Young Offenders Police Assistance Overseas Police National Computer Policy Police Officers Attending Court (Agreement) Police Unsatisfactory Procedures Police Use of Automatic Number Plate Recognition (A.N.P.R) Equipment Police Use of Dogs – Policy Police Use of Firearms and ARV Police Use of Search Teams Policing Public Sex Locations Pre-charge advice Prevention of Repeat Victimisation Prisoners Released on License – Supervision, Revocation and Recall Private Study Probationer Training Policy Problem Solving Approach Crime/Incident Prevention Professional Standards Reporting Policy Prolific and Other Priority Offenders

High

Property interference / intrusive surveillance Public Protection Policy Pursuit Management

Guidance Policy Policy

Low Medium Medium

Race Equality Scheme Raves– Police Response to Recruitment & Selection of Police Staff References Provided by Police Officers Policy Registration of Oversees Nationals Releasing & Showing of Photo Policy Religious and Cultural Needs Guidance Restrictive & Recuperative Duties Retirement Policy Roads Policing ROC (Reintegration of Offenders and Community) School Liaison Security of Police Buildings Security System & Intruder Alarm Policy Sickness Absence Management – Police Officers Signing off RTC Scene / Carriageway Incidents Smoking Policy Special Constables Policy Special Priority Payments Sponsorship policy Stop Check and Stop and Search Policy Stress Prevention & Management Substance Misuse Policy Suspension (Police Officers) Policy

Scheme Policy Policy Policy Function Policy Guidance Policy Policy Policy Policy

High High High Low High Low High Low Low Medium Medium

Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy

Medium Low Low Medium Low Low Low Medium Low High Medium Medium Low

Taking Offences into Consideration Policy Target Management policy Tasking and Co-ordination Policy Terminal security Airwave Policy Thirty Plus Retention Scheme Time off for Dependants Time off for Sports Transferees into the Force Transgender and Gender Reassignment Travel to Work Policy Trespassing Policy TRiM

Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy

Medium Low Low Low Low Low Low Medium Medium Low Low Low

Vehicle Recovery and Removal Policy Seizures of Uninsured vehicles and Vehicles

Policy Policy

Low Low

being driven with a Driving License Seizures of vehicles being used in anti-social behaviour (Section 59&60 Police Reform Act) Vetting Policy Victim Support Voluntary Reserve Forces Leave Arrangements Volunteers

Policy

Low

Policy Protocol Policy Policy

High High Low Low

Welsh Language Scheme & Strategy Work Experience Policy and Procedures Working Time Regulations

Scheme Policy Policy

High High Low

Policy Policy

High High

Youth Offending Policy Youth Strategy â&#x20AC;&#x201C; Policy

Appendix 5: Current Employment Data Gender and Welsh Language Skills POLICE OFFICERS (Headcount)

Chief Officers Chief Superintendents Superintendents Chief Inspectors Inspectors Sergeants Constables Totals

Specialist Posts

Carmarthenshire Male Female 0 0 1 1 1 15 45 192 255

0 0 1 1 8 90 100

Ceredigion Male Female 0 0 0 1 1 7 23 77 109

0 0 0 2 3 45 50

Carmarthenshire Ceredigion Male Female Male Female 99 32 49 15 (Incl Neighbourhood Policing Teams)

Total Force Welsh Speakers (Fluent) Welsh Speakers (Beginners) Ethnic Minority No. Seconded Part Time Officers

No. 267 273 8 0 69

Pembrokeshire Male Female 0 0 1 1 2 9 35 130 178

0 0 0 2 5 66 73

Pembrokeshire Male Female 69 26

Powys Male Female 0 0

Headquarters Male Female 3 0

Force Male Female 3 0

Total 3

Force Percentages Male Female 100.00% 0.00%

1 1 2 6 40 142 192

2 5 10 19 24 102 165

5 9 16 56 167 643 899

5 9 18 65 190 919 1209

100.00% 100.00% 88.89% 86.15% 87.89% 69.97% 74.36%

0 0 0 2 4 64 70

Powys Male Female 69 20

0 0 1 2 3 11 17

Headquarters Male Female 164 17

0 0 2 9 23 276 310

Force Male Female 450 110

Total 560

0.00% 0.00% 11.11% 13.85% 12.11% 30.03% 25.64%

Force Percentages Male Female 80.36% 19.64%

% 22.08% 22.58% 0.66% 0.00% 5.71%

POLICE STAFF

Full Time Part Time Total Headcount FTE Ethnic Minority

Carmarthenshire Male Female 18 26 13 17 31 43 24.2 37.1 0 0

Ceredigion Male Female 8 10 9 14 17 24 15 17.6 0 0

Pembrokeshire Male Female 14 23 4 13 18 36 15.9 30.1 0 0

Powys Male Female 12 18 6 17 18 35 14.7 29.1 0 0

Headquarters Male Female 182 206 8 87 190 293 187.2 260.5 2 1

Force Male Female 234 283 40 148 274 431 257 374.4 2 1

Totals 517 188 705 631.4 3

Carmarthenshire Male Female 0 0 0 0 0 0 0 0 0 0

Ceredigion Male Female 0 3 0 0 0 3 0 3 0 0

Pembrokeshire Male Female 0 1 4 2 4 3 2 2 0 0

Powys Male Female 3 0 0 0 3 0 3 0 0 0

Headquarters Male Female 0 0 0 0 0 0 0 0 0 0

Force Male Female 3 4 4 2 7 6 5 5 0 0

Totals 7 6 13 10 0

Carmarthenshire Male Female 18 9 0 1 18 10 18 9.8 0 0

Ceredigion Male Female 9 3 0 0 9 3 9 3 0 0

Pembrokeshire Male Female 12 13 0 1 12 14 12 13.4 0 0

Powys Male Female 9 7 0 0 9 7 9 7 1 0

Headquarters Male Female 0 0 0 0 0 0 0 0 0 0

Force Male Female 48 32 0 2 48 34 48 33.2 1 0

Totals 80 2 82 81.2 1

Carmarthenshire Male Female 5 4 0 1 5 5 5 4.8 1 0

Ceredigion Male Female 3 1 0 0 3 1 3 1 0 0

Pembrokeshire Male Female 4 2 0 0 4 2 4 2 0 0

Powys Male Female 5 0 1 0 6 0 5.8 0 0 0

Headquarters Male Female 0 0 0 0 0 0 0 0 0 0

Force Male Female 17 7 1 1 18 8 17.8 7.8 1 0

Totals 24 2 26 25.6 1

Total Headcount Total FTE

826 748.2

Force Percentages Male Female 45.26% 54.74% 21.28% 78.72%

66.67%

33.33%

TRAFFIC WARDENS

Full Time Part Time Total Headcount FTE Ethnic Minority

Force Percentages Male Female 42.86% 57.14% 66.67% 33.33%

0.00%

PCSOs

Full Time Part Time Total Headcount FTE Ethnic Minority

Force Percentages Male Female 60.00% 40.00% 0.00% 100.00%

0.00%

CUSTODY DETENTION OFFICERS

Full Time Part Time Total Headcount FTE Ethnic Minority

Ethnic Minority

5 Welsh Speakers (Fluent) Welsh Speakers (Beginners)

168 145

Force Percentages Male Female 70.83% 29.17% 50.00% 50.00%

0.00%

% 20.34% 17.55%

SPECIAL CONSTABLES

Carmarthenshire

Ceredigion

Pembrokeshire

Powys

Headquarters

Male

Female

Male

Female

Male

Female

Male

Female

Headcount Ethnic Minority

Force Percentages

Force

Female

Male

Female

Totals

102

158

64.56%

35.44%

50.00%

Male

Female

HOURS WORKED

Carmarthenshire

Ceredigion

Pembrokeshire

Powys

Headquarters

Force Percentages

Force

Male

Female

Male

Female

Male

Female

Male

Female

Male

Female

Male

Female

Totals

Male

Female

645.45

240.00

304.00

176.00

432.00

288.00

462.00

199.30

0.00

1843.45

903.30

2746.75

67.11%

32.89%

No.

Welsh Speakers (Fluent)

10.76%

Welsh Speakers (Beginners)

19.62%

Hours Recorded

VOLUNTEERS

Carmarthenshire Headcount

Ceredigion

Pembrokeshire

Powys

Headquarters

Force Percentages

Force

Male

Female

Male

Female

Male

Female

Male

Female

Male

Female

Male

Female

Totals

Male

Female

51.85%

48.15%

Disability

Hearing, speech or visual impairment Learning Co-ordination, dexterity or mobility Mental health Other physical or medical conditions Not disclosed

Police Officers 1 1 7 4 37

Police Staff 9 4 11 1 25

9 59

10 60

Race Number of Employees White - British 1838 White - Irish 13 Any other White Background 26 Mixed – White and Black Caribbean 1 Mixed – White and Black African 0 Mixed – White and Asian 2 Any other Mixed Background 2 Asian or Asian British – Indian 1 Asian or Asian British – Pakistani 0 Asian or Asian British – Bangladeshi 0 Any other Asian Background 1 Black or Black British - Caribbean 1 Black or Black British - African 1 Any other Black Background 0 Chinese or other Ethnic group – Chinese 3 Any other 2 Not Stated 144 2035

% of Total Employees 90.31% 0.64% 1.28% 0.05% 0% 0.10% 0.10% 0.05% 0% 0% 0.05% 0.05% 0.05% 0% 0.15% 0.10% 7.07% 92

Religion or Belief

Muslim Buddhist Hindu Sikh Jewish Christian Other None (Atheist) Do not wish to disclose

Police Officers 1 3 1 1 1 648 21 286 247 1209

Police Staff 0 2 0 0 0 436 10 149 229 826

Police Officers 1 3 507 698 1209

Police Staff 2 2 269 553 826

Sexual Orientation

Bisexual Gay/Lesbian Heterosexual Do not wish to disclose

Please note that as per our Home Office reported returns these figures do not include our seconded officers

Appendix 6 Summary of Feedback on our Consultation Document for the Single Equality Scheme The consultation document for the Single Equality Scheme was circulated to staff and community members between February and March 2009. Audio versions of the consultation document were also circulated. As explained earlier, in October 2008 the Chief Constable chaired a Diversity seminar for Chief Officers and Senior Managers. Senior Managers were asked to answer the following questions: -

Senior Managers agreed that their answers to these questions would be used as a basis for our Single Equality Scheme, and for our consultation document. Overall, the feedback received on the content of our consultation document has been very positive. Most people who filled in the consultation questionnaire said that the document was easy to understand, and that they strongly agreed or agreed with the outcomes, objectives, and actions that form the basis of this Single Equality Scheme. A few people who sent feedback to us suggested that we need to go beyond the Confidence and Equality meetings to engage with members of the community. One member of a Confidence and Equality Group suggested that the meetings are not fully representative of the communities we serve, in that there are fewer members who are young people, older people, homeless people, or Gypsies and Travellers. Although Chairs of Confidence and Equality Groups actively seek to recruit members to ensure that Groups are as diverse as possible, we accept that these Groups cannot be our only means of consulting with communities. Neighbourhood Policing Teams will continue to hold PACT (Police and Communities Together) meetings, and to establish contacts with community members in other ways (for example by visiting voluntary or support groups in the community). Consideration will be given to how else we can consult with members of the community who may not attend any meetings or support groups. Several people who sent feedback suggested that members of our Neighbourhood Policing Teams should attend as many meetings and events organised by other groups in the community. Our Neighbourhood Policing Teams already strive to engage with community groups, but this comment highlights the importance of this engagement, and the need to continue building these relationships. Two members of the community who identify as trans people sent feedback on the consultation document. One trans woman explains that ‘in the case of “my own minority”, we do not form a coherent community, despite our common experience. We have no structure for connecting trans people together to make collective opinions known.’ She makes the point that it is difficult for an individual to represent the views of their community or minority group when that group is itself so diverse. Again, we need to consider other 94

ways of building relationships with individual members of the community, and to be mindful of the fact that individuals who attend Confidence and Equality meetings or other consultation groups cannot always represent the views of a wider group of people. Another individual asked for us to include a paragraph estimating the number of trans people who live in the Dyfed-Powys area, since we include estimates on the number of people in relation to other aspects of diversity (for example age, gender, and race). She wrote: ‘just because we are a tiny minority […] we deserve at least an attempt to quantify us, don’t we?’ We agreed, and have therefore included some information on trans people in the introduction to this Scheme. Some feedback has been very useful in raising our awareness of the types of issues which affect some members of the community. For example, one respondent asked us to undertake a campaign against Disability Hate Crime, ‘to expose it as being unacceptable as well as illegal, and to encourage reporting and prosecution of it.’ This person also observed that ‘ridicule or assault of people with a visible disability or obvious learning difficulty seems a commonplace, and one which the victims themselves may feel is not worthy of reporting.’ Disabled members of our Confidence and Equality Groups have also told us of the hate incidents or offensive comments that they suffer regularly from other members of the community. We will endeavour to respond to Disability Hate Crime through our Hate Crime Support Scheme, launched on 1st April 2009. The Scheme will be widely publicised, and we will be encouraging members of all minority groups, including disabled people, to report hate crimes and incidents to us. Two of the people who responded to the consultation document told us that they want to receive ‘down-to-earth feedback’ on the progress that we make in completing the actions in the Single Equality Scheme. One person said that ‘it is […] ok to consult but citizens want to see tangible action and outcomes’. It was recommended that progress reports should be widely circulated in the community. Another person, who gave verbal feedback on the consultation document over the phone, said that when we write progress reports, we should specify which actions have been completed and which actions have not; if actions have not been completed, then we should explain why not. Another member of the community suggested that we hold and annual event ‘to celebrate diversity, access and inclusion in the Force […] with awards for diversity and inclusion’. In response to this feedback, we will ensure that we produce an annual progress report on the Single Equality Scheme that is ‘down-to-earth’, written in plain English (and the equivalent in Welsh, ‘Cymraeg Clir’), and specifying which actions have or have not been completed. We will circulate the progress report widely. We are also considering the suggestion of having an annual event to celebrate progress. Members of staff, the community, and other organisations would be invited to the event, and awards would be given for good practice in relation to promoting equality, diversity, accessibility and inclusion. Until the Single Equality Act replaces existing equalities legislation, we still have a duty to produce separate annual reports for Disability, Gender, and Race. We will also continue to produce a separate annual report on our Welsh Language Scheme, as required under the Welsh Language Act 1993. Other research and feedback that have influenced this Scheme In December 2007, the newly formed Equality and Human Rights Commission conducted research into changing attitudes towards discrimination, equality, human rights and living 95

with each other in Wales. The survey showed an overwhelming general consensus that everyone should be treated with dignity, respect, and fairness by public service providers. However, some prejudices persist, especially in negative attitudes towards people with mental health conditions, Gypsies and Travellers, and people who identify as trans (transgender or transsexual). For example, these groups were identified by many people as unsuitable to be employed as teachers. A significant number of people said they would be unhappy to see a family member in a long term relationship with a transgender person, someone with a mental health condition, or a Gypsy Traveller.3 Consultation with our Confidence and Equality Group in Pembrokeshire found that we need to build the relationship between the police and Gypsy and Traveller communities. It was suggested that, in the main, the police only make contact with Gypsy and Traveller communities when they attend the sites to make crime enquiries or to affect an arrest. We already provide specialist training on mental health conditions and how they affect staff and community members. We also recognise that pressures within our personal, social and work lives can impact greatly on the wellbeing of staff. The â&#x20AC;&#x2DC;Healthy Minds at Workâ&#x20AC;&#x2122; project was established to support police officers and staff who need support for these reasons. However, as a result of the Equality and Human Rights Commission research and our consultation with Confidence and Equality Groups we recognise the need to provide specialist training for our staff on both Gypsies and Travellers and trans individuals, particularly in relation to hate crimes and incidents. We provided specialist training to our newly recruited Hate Crime Support Officers in February and March 2009. We propose to deliver further training on both Gypsies and Travellers and trans people over the next two years. We have also incorporated recommendations from Confidence and Equality Group members into our Single Equality Scheme action plan. Consultation with Confidence and Equality Groups also reveals that there is a significant amount of prejudice directed towards lesbian, gay and bisexual people in our communities, but that hate crimes and incidents are vastly under-reported. We have convened a new Working Group for Sexual Orientation to challenge the prejudice directed towards both staff and community members on the basis of their sexual orientation.

The survey took place between February and March 2008. Interviews were conducted with 1,589 people aged 16 and over throughout Wales. For more information on the research please go to: www.equalityhumanrights.com/wales

Appendix 7 Statement on the Involvement of Disabled People in the development of the Single Equality Scheme As explained earlier in this document, the Single Equality Scheme Action Plan incorporates all the outstanding or ongoing actions from our previous equality schemes for Disability, Gender, and Race, as well as actions from other action plans (including the Welsh Language Scheme) and new projects and work streams. We have previously consulted on the content of our Disability Equality Scheme and Disability action plan. A summary of this consultation process is included below. The development of the first Disability Equality Scheme Dyfed-Powys Police, Dyfed-Powys Police Authority and Carmarthenshire and Ceredigion County Councils came together to ask members of the public with disabilities, or who care for a person with disabilities, to assist them. The partnership designed a Disability Equality Survey, to determine whether the services provided by the partners currently meet people with disabilities needs. The survey also aimed to identify areas in which service provision needs to improve. In order to gather as much information as possible, approximately 5,000 questionnaires were sent out to a target audience within the counties of Carmarthenshire and Ceredigion. Individuals were identified with the assistance of the Social Services and Education departments of both Carmarthenshire and Ceredigion County Council. It was felt that through this joint approach we would be able to maximise the return on the questionnaires. The questionnaire was launched via a press release in all local papers and radio stations, which invited members of the public to contact the organisations should they wish to assist with the development of the Disability Equality Scheme. To encourage participation, the questionnaire was also posted on the websites of the four participating organisations between July and August 2006. A total of 1,359 members of the public completed and returned the Disability Equality Scheme survey – an estimated return rate of 27%, which is in accordance with expectation. The survey was followed up by facilitating focus groups, looking at issues of concern to people with disabilities. Issues raised include: - the need for particular reassurance to some disabled people who feel vulnerable - more community working to provide this - more disability awareness for officers, particularly where a disability is not apparent - the deaf community find it difficult to contact and deal with the police Since this consultation took place, our Neighbourhood Policing Teams have been actively making contact with communities. Neighbourhood Policing Teams include within their list of ‘contacts’ representatives from community groups or support groups for various diversity strands (including disability). Where possible these individuals also attend PACT (‘Police and Communities Together’) meetings. Dyfed-Powys Police, in partnership with South Wales Police, launched the Ability Network in July 2006, to raise awareness of disability issues for employees within the police service. We consult with the Ability Network on proposed policies and activities, to check whether 97

there are any implications for disabled staff or community members that have not been taken into account, and whether any changes to policies and activities are needed. Community consultation groups, called ‘Confidence and Equality Groups’, have also been established in all divisions to continue the dialogue with our diverse communities, including disabled communities. For example, our Confidence and Equality Group in Pembrokeshire consults with individuals and representatives from support groups and professional organisations for a variety of disabilities, including people who are blind or visually impaired, deaf or hard of hearing, wheelchair users, and people with learning and mental health disabilities. We consult with these members on any forthcoming policies or procedures which may have an impact on disabled people. These members also advise us of any new policies or procedures that are needed. For example, in 2008 it was recommended to us by a wheelchair user that we should improve our procedures for transporting wheelchair users into custody. Following this, we produced two guidance documents: one on the detention of people with physical disability, and one on the use of ‘street bail’ in situations where a disabled person (for example a blind or visually impaired person) would need assistance in order to access a custody suite. We then asked members to read these documents (or listen to audio versions), and to let us know whether they were fit for purpose. We will continue to involve disabled people in the development of our work, in particular through encouraging their attendance and participation at Confidence and Equality Group meetings.

Contact Us If you have any queries about the Single Equality Scheme, please contact us at: Helen Morgan-Howard Sywyddog Amrywiaeth / Force Diversity Officer Heddlu Dyfed-Powys Police Adnoddau Dynol/ Human Resources Blwch Post 99/ PO Box 99 Llangynnwr Sir Gaerfyrddin SA31 2PF

Lisa Oâ&#x20AC;&#x2122;Connor Ymgynghorydd yr Iaith Gymraeg / Welsh Language Advisor Heddlu Dyfed-Powys Police Adnoddau Dynol / Human Resources Blwch Post 99/ PO Box 99 Llangynnwr Sir Gaerfyrddin SA31 2PF

Glossary of Terms

ACPO – Association of Chief Police Officers Actions – In this document, we use the word ‘actions’ to refer to the things that we will do, or the activities that we will undertake, in order to achieve our objectives and outcomes. Best Practice – A best practice is a way of doing things that, through experience and research, has proven to reliably lead to a desired result. Black and Minority Ethnic (BME) – People of an ethnic origin or country who may or may not be black but are statistically and visibly fewer in number that the majority white population either locally or nationally. Breaking Through Action Plan – This is an action plan for promoting the employment of people from minority ethnic background in the Police Service. Chief Officers – Dyfed-Powys Police’s Chief Officers comprise of the Chief Constable, Deputy Chief Constable, Assistant Chief Constable, and Head of Finance. Citizen Focus and Citizen Focused Policing – This is a way of policing in which the needs and expectations of individuals and local communities are reflected in police decision-making and police services. Citizen Panels – Citizen Panels are joint initiatives between Dyfed-Powys Police and other public authorities. The panels are made up of representative groups of people living in the counties of Carmarthenshire, Ceredigion, and Pembrokeshire, who have agreed to offer their views and opinions on the public services delivered by the partners. Confidence and Equality Management Group – This Board meeting takes place every quarter, and is chaired by the Deputy Chief Constable. The Board has responsibility for overseeing the implementation of all work in respect of equality and diversity. Confidence and Equality Meetings or Groups (Divisions) – Each Division of DyfedPowys Police consults regularly with a group of people on Equality and Diversity issues arising in the community. Membership of groups is broadly representative of the diverse community. Confidence and Satisfaction Data – Police forces gather data which shows the levels of confidence and satisfaction that members of our diverse communities have in the police service. The Employers' Forum on Disability – The Employers' Forum on Disability is an employers' organisation focused on disability as it affects business. Its aim is to enable companies to make it easier to recruit and retain disabled employees and to provide services to disabled people. Disability Equality Scheme – The Disability Equality Duty came into force in December 2006, and requires many public authorities (including the police) to publish a Disability Equality Scheme. The main goal of the Scheme is to promote equality of opportunity for disabled people. Diversity Portfolios – All police officers and staff are required to complete a portfolio of evidence that reflects their understanding of equality and diversity, and how this understanding can be put into practice. Diversity Training – Police forces in England and Wales are required to provide training on all aspects of equality and diversity to their entire workforce (police officers and staff) by 2009. Divisions – The Dyfed-Powys Police area is made up of four divisions, which are coterminous with the Unitary Authorities: Carmarthenshire, Ceredigion, Pembrokeshire, and Powys. Divisional Commanders – Each Dyfed-Powys Police division is led by a Divisional Commander at the rank of Superintendent or Chief Superintendent.

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Equality and Human Rights Commission (EHRC) – The EHRC is a statutory body established under the Equality Act 2006, which took over the responsibilities of the Commission for Racial Equality, Disability Rights Commission, and Equal Opportunities Commission. It aims to reduce inequality, eliminate discrimination, strengthen good relations between people, and promote and protect human rights in Britain. Diversity Champions – We have established Senior Managers to act as Diversity Champions to drive progress on each of the diversity strands. Diversity Champions chair meetings for working groups, and oversee the implementation of action plans. Equality Impact Assessment (EIA) – Public authorities are required to analyse the potential or actual effects that a policy, procedure, or function may have on identifiable groups of people. If analysis shows that a policy, procedure, or function disadvantages one or more groups of people protected by equality legislation (for example, black or minority ethnic people), then it is said to have an ‘adverse impact’ on those groups. Steps then have to be taken to mitigate this adverse or negative impact. Equality Schemes – Equalities legislation requires Public Authorities (including police forces) to publish Equality Schemes as a means of meeting the General Duties for Race, Disability, and Gender. The main goal of Equality Schemes is to promote equality of opportunity for people. Equality Standard for the Police Service – This Standard will be introduced to the Police Service in April 2009, and will require all departments and divisions to gather evidence about their progress in relation to equality and diversity issues. The Standard will form the basis of future equality and diversity inspections by Her Majesty’s Inspectorate of Constabulary (HMIC). Gender Agenda – Gender Agenda is led by the British Association of Women in Policing, and focuses on issues for women who work for the police service (for example, career development and working hours). Gender Equality Scheme – Our Gender Equality Scheme was published in 2007, although the Specific Duty to produce a Gender Equality Scheme has not been introduced yet by the Welsh Assembly Government. Hate Crime – A Hate Crime is any incident, which constitutes a criminal offence, which is perceived by the victim or any other person as being motivated by prejudice or hate. Hate Incident – A Hate Incident is any incident, which may or may not constitute a criminal offence, which is perceived by the victim or any other person as being motivated by prejudice or hate. Her Majesty’s Inspectorate for Constabulary (HMIC) – The HMIC is responsible for examining and improving the efficiency of the Police Service in England and Wales. Independent Advisory Group (IAG) – The IAG is a group of community members from the local area who provide advice and make recommendations to Criminal Justice Agencies to assist them to provide non-discriminatory services. Neighbourhood Policing – The aim of neighbourhood policing is to achieve safe and secure neighbourhoods through providing a service which is tailored to local needs, is visible and accessible to all, provides opportunities for people to influence local community safety priorities, works in partnership with local organisations, and responds to local concerns. Objective – In this document, we use the word ‘objective’ to refer to our aims or goals. For example, one of our aims is to encourage our staff to gain an understanding of our diverse communities. Outcome – In this document, we use the word ‘outcome’ to refer to the results that we hope to bring about from our work. For example, one result that we hope to bring about is that our citizens are satisfied with the service they receive.

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Partnership and Communities Together (PACT) meetings – These meetings give community members the opportunity to meet their Neighbourhood Policing Teams, and to influence their work. Police Community Support Officers (PCSOs) – The role of PCSOs is to support the Neighbourhood Policing Teams by engaging with the community and providing a highly visible and reassuring presence. Performance Measures – These are the methods we use to measure how well we are doing in achieving our objectives for Equality and Diversity. Personal Development Objective – The Personal Development Review process provides an opportunity to highlight the importance of diversity. Each PDR must include at least one personal development objective for race and diversity for the next year. Personal Development Review (PDR) – The purpose of the PDR is to ensure that members of staff know what is expected of them, to give staff an opportunity to evidence and review their competence and effectiveness, to plan work-related objectives for the next year, and to identify training needs. Police Race and Diversity Learning and Development Programme (PRDLDP) – Police forces in England and Wales are required to provide training on all aspects of equality and diversity to their entire workforce by 2009. Positive Action – The lawful means by which an organisation can take steps to actively encourage particular groups of people into work, education or training. Such encouragement can exclude other groups but this is entirely lawful if the action taken is designed to counteract the historic legacy of discrimination against the group in question. Prince’s Trust – This Charity provides practical and financial support to the young people who need it most. It enables young people to move into work, education or training by developing their key skills, confidence and motivation. Professionalising Customer Services – This project aims to improve the satisfaction and confidence of our citizens by enabling staff to deliver improved services. Professional Standards Department – The Department’s core function is to record and proportionately investigate all complaints and misconduct relating to Dyfed-Powys Police staff, including alleged corrupt, dishonest or unethical behaviour. It also plays a key role in setting and maintaining the highest levels of professional behaviour and integrity of all staff. Quality Assurance – This is a systematic way of checking that a practice or process is meeting requirements. Race Equality Scheme – The Race Equality Duty came into force in April 2001, and requires police forces to publish Race Equality Schemes. The overall aim of our Race Equality Scheme is to promote race equality. Senior Managers – These are officers in the higher ranks of the organisation (Superintendent and above), and their equivalent in police staff (Heads of Services). Sexual Orientation – This term is used to indicate sexual attraction towards people of the opposite sex, same sex, or both (bisexual). Single Equality Act – It is anticipated that the Act will extend the current Equality Duties that are in place for Disability, Gender, and Race, to other strands of Diversity (Age, Sexual Orientation, and Religion or Belief). It will also simplify Equalities legislation. Staff Associations – These are UNISON, the Police Federation, and the Superintendents’ Association. Staff Support Groups – These are groups which provide support to staff who are members of diverse groups. The Staff Support Groups for Dyfed-Powys Police are: the Gay Police Association, Black Police Association, Ability Network, and Gender Agenda. Standards of Professional Behaviour – The Standards replace the police code of conduct, and outline the expectations that the police service and the public have of the how police officers should act, whether on or off duty.

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Trans – A generic term generally used by those who identify themselves as transgender, transsexual or transvestite. Trans individuals often live in a different gender to the gender in which they were born, and may choose to undergo medical treatment to ‘transition’ to their chosen gender. Welsh Language Scheme – Following the Welsh Language Act of 1993, all public bodies must have a Scheme in place. Our Scheme outlines how we respond to members of the public who wish to receive services through the medium of Welsh. Welsh Joint Education Committee (WJEC) – The education examination board for Wales.

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Dyfed-Powys Police Single Equality Scheme 2009 - 2012 April 2009

Mr Ian Arundale, Chief Constable

Race Equality Scheme 2005 – 2009 Disability Equality Scheme 2006 – 2009 Gender Equality Scheme 2007 – 2010

About the Consultation Process In October 2008, the Chief Constable chaired a Diversity seminar for Chief Officers and Senior Managers. Senior Managers were asked to answer the following questions: -

Our Outcomes for Equality and Diversity We will know we are successful when the following happens: -

We have received recognition for good practice in raising awareness of disability issues affecting both staff and communities, including: -

questionnaires to identify problems information sections which cover the most common mental health problems skills sections which provide guidance on ways of coping

Neighbourhood Policing

improve the satisfaction and confidence levels amongst the communities that we serve provide appropriate training and equipment so that staff can deliver improved services

Diversity Strand Relevance Age A Disability D Gender G Race R RB Religion or Belief SO Sexual Orientation Trans T WL Welsh Language

Summary of Objectives 1 2 3 4 5 6 7 8 9 10 11 12

Objective 1. We will manage, implement, resource, and monitor progress against our Single Equality Scheme Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

1.1

1-14

A, D, G, R, RB, SO, WL

Diversity Champions

Ongoing

1-14

A, D, G, R, RB, SO, WL

Diversity Champions

Quarterly

1-14

A, D, G, R, RB, SO, WL

Diversity Champions

Quarterly/ annually

1-14

D, G, R, WL

1-12

All

1-14

All

Diversity Ongoing Officer/Welsh Language Advisor Diversity Following Officer launch of Standard ACPO Ongoing

1-14

A, D, G, R, RB, SO, WL All

Diversity Champions All action

1.2

1.3

1.4

1.5

1.6 1.7 1.8

1-14

March 2009 Ongoing

1.9

owners All

1.10 Staff survey/ cultural audit to measure knowledge and experience of staff against the Single Equality Scheme objectives (baseline)

1-14

A, D, G, R, RB, SO, WL

1.11 Report on staff survey to highlight any disproportionality between diversity strands

1-14

A, D, G, R, RB, SO, WL

1-14 1-14

A, D, G, R, RB, SO, WL All

4, 6, 7, 9

1-14

All

Ongoing

First survey in 2009 Report on first survey in 2009 Annually Annually in September Ongoing Annually in April

2. We will communicate and promote our Single Equality Scheme, equality duties, and action plan Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

2.1

2, 3, 6, 8, 9, 12

All

Sept 2009

2, 3, 6, 8, 9

D, R

1-14

All

PR/Marketing Manager PR/Marketing Manager Diversity Officer

1-14

All

Diversity Officer

Sept 2009

1-14

All

Diversity Officer

Sept 2009

1-14

All

Sept 2009

1-14

All

1-14

All

Diversity Officer Ch/ Insps for Confidence/ Equality Ch/ Insps for Confidence/ Equality

2.2 2.3

2.4

2.5

2.6 2.7

2.8

Sept 2009 Sept 2009

Dec 2009

1-14

All

1-14

All

2.13 All line managers to receive briefings on Scheme and equality duties and copies of summary documents (via training days, written briefs, manager meetings)

1-14

All

1-14

All

1-14

All

1-14

All

1-14

All

1, 2, 4, 5, 6, 10, 11, 12 8

A, D, G, R, RB, SO, WL D

2.9

All

Dec 2009

Head of

October

Dec 2009

Dec 2009 Dec 2009

Dec 2009

Annually in April Completed

1-9

D, R, SO

1-9

D, R, SO

1-9

D , R, SO

1-9

All

Corporate Services Staff support groups

09 and annually Ongoing

Staff support groups Staff support groups Section/ Department Heads/ Diversity Champions

Ongoing Ongoing Ongoing

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

3.1

3, 5, 8, 11

All

April 2009

3, 5, 8, 11

All

Hate Crime Officer Hate Crime Officer

2, 3, 5, 6, 8, 11, 12, 14 3, 5, 8, 11

All

March 2009 Quarterly

3, 5, 8, 11 6-9

D, R, RB, SO, T, WL D

3, 5, 8, 11

All

2, 3, 5, 6, 8, 11, 12, 14

All (incl. trans)

Hate Crime Officer Hate Crime Officer Hate Crime Officer Hate Crime Officer Hate Crime Officer Hate Crime Officer

Communicate and promote Standards of Professional Behaviour throughout the organisation

1-3, 4-6, 8, 1012, 14

All

3.2

3.3 3.4 3.5 3.6 3.7 3.8

3.9

All (incl. trans)

Head of Professional

Annually

July 2009 Dec 2009 July 2009 Quarterly following launch Ongoing

1-14

All

1-3, 4-6, 8, 1012, 14

All

1-3, 4-6, 8, 1012, 14

All

1-12

D, G, R

1-3, 4-6, 8, 1012, 14 3, 5, 8, 11

All All

Standards Head of Professional Standards Head of Professional Standards Head of Professional Standards Diversity Officer Line managers Policy Manager

Ongoing

Annually

Dec 2009 Ongoing Sept 2009

1-3, 4-6, 8, 10-12 All

Head of HR

1-3

Head of [As Development required] Services Diversity Ongoing Champion

1-3

Head of Operations Head of

Dec 09

Ongoing Ongoing

Operations 1-14

A, D, G, R, WL

Corporate Services

Quarterly

1-14

A, D, G, R, RB, SO, WL

Corporate Services

Dec 2009

1-14

All

Sept 2009

1-14

All

Policy Manager Policy Manager

Annually

4. We will encourage our staff to gain an understanding of our diverse communities Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

4.1

2-3, 6-9, 12, 1314 1-14

All

Ongoing

All

1-14

All

4.4

Provide regular training on disabilities which are not visible or apparent

4-9

4.5

Check content of IPLDP to ensure that it contains information on all diversity strands

1-14

All

4.6

Check that PRDLDP and programme of diversity training include relevant information on all diversity strands

1-14

All

4.7

Ensure that all staff have received their Diversity Training and completed their portfolios by 2009

1-3

All

4.8

Monitor and evaluate diversity training courses, in particular with regard to race equality content

1-3

All

4.9

Continue to provide specific Welsh Language Awareness

13-14

4.2 4.3

Ongoing Ongoing

Ongoing

Annually in November Annually in November Dec 2009

Dec 2009

Ongoing

4, 6-9

1-14

All

1-14

All

1-14

All

1-3

10, 11

1-3

Language Advisor PR/Marketing April 2009 Manager Head of Development Services Head of Development Services Line managers

June 2009

Head of Development Services Head of Development Services Head of Development Services Head of Development Services

March 2011

NPT Managers/

March 2012

July 2009

Ongoing

April 2010

March 2011 March 2011

BCU Commanders 1-3

NPTs

March 2012

5. We will develop a working culture that supports and inspires people to continually learn, develop, and progress to the best of their ability Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

5.1

1-14

All

June 2010

1-14

All

1-14

All

Head of Development Services Head of Development Services Policy Manager

1-12

All

June 2010

5.5

Training selection data to be collated and published annually and sent to Police Authority for scrutiny

1-14

All

5.6

Promotion data to be collated and published annually and sent to Police Authority for scrutiny

1-12

All

5.7

Training requests, selection, and promotion data to be analysed annually for any evidence of deliberate or unwitting bias and corrective actions taken

1-14

All

Head of Development Services Head of Development Services Head of Development Services Diversity Officer/Welsh Language Advisor

5.2

5.3

5.4

June 2010

Dec 2009

Annually

5.8

Request managers to give due attention to Training Needs 1-14 Analysis as part of Personal Development Review process

All

4, 6-9

4, 6, 7

1-12

D, G, R

1-12

D, G, R

5.13 Finalise and formalise Mentoring Scheme

1-12

D, G, R

5.14 Import best practice from other forces/ public authorities on positive action and career progression initiatives

1-12

D, G, R

5.15 Quarterly monitoring of career development initiatives, via Breaking Through action plan [hyperlink to plan]

1-12

D, G, R

5.9

Annually in May May 2009

Ongoing

May 2009

Quarterly

April 2010 Ongoing

Quarterly

2, 12

G, R

2, 6-9, 12

D, G, R

Career Development Officer Career Development Officer

Quarterly

After Act published

6. We will find innovative ways of engaging and consulting with our staff and diverse communities Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

6.1

Identify appropriate venues and times for PACT (Police and Community Together) meetings Continue to facilitate quarterly divisional Confidence and Equality meetings

2, 3, 6-9, 12, 13, 14 2, 3, 6-9, 12, 13, 14

All

Ongoing

2, 3, 6-9, 12, 13, 14

All

Neighbourhood Policing Teams Ch/ Inspectors for Confidence/ Equality Ch/ Inspectors for Confidence/ Equality

2, 3, 6-9, 12, 13, 14

All

Diversity Officer

Annually in January

1-14

All

BCU Commanders

Ongoing

6-9

Ch/ Inspectors Ongoing for Confidence/ Equality

1-14

All

BCU

6.2

6.3

6.4

6.5

6.6

6.7

All

Ongoing

Annually in January

Dec 2009

6.8

6.9

Commanders

1-14

All

Age

6.10 Increase engagement with young people via development of Young People’s Panel

Age

1-14

All

1-14

All

1-14

All

6.14 Diversity Officer to bring back best practice from ACPO Confidence and Equality business area meetings

1-14

All

Head of Corporate Services Head of Corporate Services Head of Corporate Services Diversity Officer

Reviewed annually

Diversity Officer Diversity Officer/ Welsh Language Advisor Diversity Officer

Ongoing

Nov 2009

From June 2009

As required

Ongoing

Understanding People Understanding Services Designing Services Delivering Services

Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

7.1

1-14

All

Citizen Focus Lead

1-14

All

Citizen Focus Lead

1-14

All

Citizen Focus Lead

1-14

All

Citizen Focus Lead

1-14

All

1-14

All

Citizen Focus Lead Diversity Officer

1-14

All

Diversity Officer

2-3, 6-9, 12, 1314

All

Ch/ Inspectors Ongoing for Confidence/ Equality

7.2

7.3

7.4

7.5 7.6

7.7

7.8

Timescale

Ongoing

From 2009

2-3, 6-9, 12, 1314

All

2, 3, 6-9, 12, 1314

All

Welsh Language Advisor Neighbourhood Policing Team Managers Neighbourhood Policing Team Managers

Ongoing

At least annually Ongoing

8. We will recruit, support, and retain staff from diverse groups Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

8.1

1-3, 4-9

D, R, SO

Diversity Officer

From 2009

1-3, 4-9

D, R, SO

Diversity Officer

From 2009

1-3, 4-9

D, R, SO

Chairs Staff Support Groups

Annually in March

1-3, 4-9

D, R, SO

Ongoing

1-14

All

Chairs Staff Support Groups HR Helpdesk/ Policy Manager Policy Manager

8.2

8.3

8.4

8.5

8.6

8.7

Quarterly monitoring of positive action activities undertaken to promote recruitment of individuals from under-represented groups via Breaking Through [hyperlink]

2-3, 4, 6-9, 10, 12, 13-14

A, D, G, R, RB, SO, WL

Career Development Officer

Ongoing

After guidance published Quarterly

8.8

8.9

8.10 8.11 8.12 8.13

8.14 8.15

8.16

8.17

8.18

1-14

All

Head of Recruitment

Ongoing

10, 12

Head of Recruitment

Ongoing

10, 12

Head of HR

June 2009

4, 6-9

Ongoing

4, 6-9

Head of Recruitment HR Lead for Disability HR Lead for Disability

4-9

Ongoing

4-9

HR Lead for Disability Head of HR

4-9

May 2009

4-9

Head of Development Services Head of Development Services Head of HR

Dec 2010 March 2010

June 2009

May 2009

Dec 2009

4-9

Head of HR

4-9

Diversity Officer

4-9

Head of Development Services

Annually in July

4, 6-9

Head of Recruitment

Dec 2009

Diversity Officer

4-9

All

Head of HR

4-9

Head of HR

Quarterly via meetings Annually via HMIC returns Annually via PDR

13-14

Welsh Language Advisor Diversity Champion Sexual

Annually from Dec 2009 Annually in June

Ongoing

Sept 2009 (assessed)

R, RB

G, T

Orientation Diversity Champion Religion/Belief Diversity Champion Gender Diversity Champion Gender

Ongoing Jan 2010

July 2009

Dec 2009

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

9.1

4, 6-9

1-3, 4, 6-9

PR/Marketing Manager Diversity Officer

March 2010 Sept 2009

1-3, 4, 6-9

PR/Marketing Manager

Dec 2009

4-9

Diversity Officer

Sept 2009

4-9

Dec 2009

4, 6-9

PR/Marketing Manager PR/Marketing Manager

4, 6-9

Diversity Officer

March 2010

4, 6-9

Communication Dec 2009

9.2

9.3

9.4

9.5 9.6

9.7

9.8

March 2009

1-2, 4, 6-9, 10, 12, 13-14

All

4, 6-9

1-3

R, RB

1-3, 4-6, 9, 1012, 13-14

All

4-9

1-2, 4-6, 9, 1012, 13-14 13-14

All WL

13-14

Centre Manager Ch/ Inspectors for Confidence/ Equality Head of Estates

Ongoing

Diversity Champion Disability Diversity Champion Religion/Belief Head of Corporate Services Diversity Officer

Ongoing

Diversity Officer Welsh Language Advisor Welsh Language Advisor

Annually

As required Ongoing

Ongoing

10. We will assess, consult on, and monitor the actual and likely impact of policies and functions on diverse groups Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

10.1

Prioritisation of functions and policies according to their relevance to the General Statutory Duty for Disability

4-9

May 2009

10.2

Prioritisation of functions and policies according to their relevance to the General Statutory Duty for Gender

10-12

10.3

1-3

1-14

All

Diversity Champion Disability Diversity Champion Gender Diversity Officer Diversity Officer

1-14

All

1-14

All

August 2009 April 2010

1-14

All

Full Equality Impact Assessments to be undertaken on policies screened and deemed to have a ‘medium’ or ‘high’ impact

1-14

All

Diversity Officer Diversity Officer Diversity Officer/Welsh Language Advisor Policy Owners

10.4

10.5 10.6 10.7

10.8

Dec 2009

May 2011 Dec 2009

Ongoing

10.9 10.10

10.11

10.12

10.13

10.14 10.15

10.16

10.17

10.18

1-14

All

Policy Owners Policy Owners

Ongoing

1-14

All

1-14

All

Diversity Officer

From June 2009

1-14

All

Diversity Officer

Ongoing

1-14

All

Policy Owners

Ongoing

1-14

All

Ongoing

1-14

All

Policy Owners Policy Owners

1-14

All

Policy Owners

Ongoing

1-14

All

Diversity Officer

April 2010

1-14

All

Department Heads/ BCU

Ongoing

10.19

10.20

10.21

10.22

Commanders 1-14

All

Procurement Manager

Ongoing

1-14

All

Procurement Manager

Ongoing

1-14

All

Procurement Manager

March 2010

1-14

All

Procurement Manager and Diversity Officer

March 2010

11. We will monitor our employment data *Note: ACPO guidance asks police forces not to undertake employment monitoring of trans individuals. Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

11.1

1-14

All

Diversity Officer

1-12

D, G, R

1-12

D, G, R

1-12

D, G, R, RB

1-12

D, G, R, RB

1-14

A, D, G, R, RB, SO, WL

1-14

A, D, G, R, RB, SO, WL

Annual monitoring of applications for promotion and promotion rates – Police Officers

1-12

A, D, G, R, RB, SO

Corporate Services Procurement Manager/ Head of HR Head of Recruitment Head of Recruitment Head of Development Services Head of Development Services Career Development Officer

Annually or as required Quarterly

11.2 11.3

11.4 11.5 11.6

11.7

11.8

Annually via HMIC returns April annually April annually May annually May annually Annually in May

Annual monitoring of applications for promotion and promotion rates – Police Staff 11.10 Annual monitoring of PDR assessments (i.e. assessment level) – Police Officers

1-12

11.11 Annual monitoring of PDR assessments (i.e. assessment level) – Police Staff

1-14

A, D, G, R, RB, SO, WL

1-14

1, 4, 5, 10, 11

A, D, G, R, RB, SO, WL A, D, G, R, RB, SO, WL A, D, G, R, RB, SO, WL A, D, G, R, RB, SO, WL D, G, R, SO

1, 4, 5, 10, 11

11.9

Head of Recruitment Head of Development Services Head of Development Services Policy Manager Policy Manager Policy Manager Policy Manager Policy Manager

Annually in May Annually in June

D, G, R, SO

Policy Manager

Monthly

1-12

A, D, G, R

1-12

A, D, G, R

1-12

A, D, G, R

HR Systems Supervisor HR Systems Supervisor HR Systems

May Annually May Annually May

1-14

1-14 1-14 1-14

A, D, G, R, RB, SO A, D, G, R, RB, SO, WL

Annually in June Monthly Monthly Monthly Monthly Monthly

Supervisor Head of Legal Services Head of Legal Services Policy Manager

annually Annually

Policy Manager

May – June 2009

4, 10, 12

D, G

Annually

4, 10, 12

D, G

4, 10, 12

D, G

4, 10, 12

D, G

1-3, 12

G, R

4, 6-9

Policy Manager Policy Manager All Line Managers Policy Manager Career Development Officer HR Lead for Disability

1-12

A, D, G, R, RB, SO

1-12

A, D, G, R, RB, SO

10, 12

Annually

May – June 2009

Annually Annually via PDR Annually Quarterly

Quarterly

11.31 Monitor the number of disabled applicants interviewed and appointed, via Disability Working Group 11.32 Monitor the number of Welsh Speakers applying and working for the service

4, 6-9

13-14

11.33 Annual monitoring of ethnicity of all in-force and external trainers

2, 3

11.34 Quarterly monitoring of hate crime data by Force Confidence and Equality Group (attended by Police Authority)

3, 5, 8, 11

All

HR Lead for Disability Welsh Language Advisor Head of Development Services Head of Corporate Services

Quarterly Annually in May Annually in May Quarterly

12. We will publish the results of our impact assessment, consultation, and monitoring activities

Ref

Action

General duty relevance

Diversity Strand relevance

Action Owner

Timescale

12.1

1-12

D, G, R

Head of HR

June annually

1-12

D, G, R

1-14

A, D, G, R, RB, SO, WL

Head of Corporate Services Diversity Officer

Annually (annual report) Annually

1-12

D, G, R

Diversity Officer

Annually

1-3, 10-12

G, R

Quarterly

4, 6-9

Diversity Champion for Race Diversity Officer

1-3, 4-6, 8, 1012, 14

All

Head of Professional Standards

Annually

12.2

12.3

12.4

12.5

12.6

12.7

Annually

12.8

12.9

3, 5, 8, 11

All

Head of Corporate Services

Quarterly

3, 5, 8, 11

All

13-14

Oct 2009, and annually Annually in June

1-3

1-14

All

Head of Corporate Services Welsh Language Advisor Head of Development Services Ch/Inspectors Confidence/ Equality

Annually

Appendixes

The specific duties are to prepare and publish a race equality scheme, setting out how the authority will meet both their general and specific duties, and to identify: -

Other equalities legislation relevant to this Scheme includes the following: -

Equality Act 2006 Sex Discrimination Act 1975 (Amendment) Regulations 2003 Equal Pay Act 1970 (Amendment) Regulations 2003 Disability Discrimination Act 1995

to give the Welsh and English Languages equal status in the conduct of our business to improve service provision to the public in their language of choice

Screening Assessment (Template) Screening Assessment (Guidance) Full Impact Assessment (Template) Full Impact Assessment (Guidance)

Appendix 3: Equality Impact Assessment Templates DIVERSITY SCREENING ASSESSMENT

Policy / Procedure owner signature

Date Completed

…… …………………………

…………………..

Please forward the completed Screening Assessment to the Force Diversity Officer and Welsh Language Advisor, who will review your assessment for Quality Assurance purposes.

3.0 Diversity questions (the 7 strands of Diversity are: Race, Gender, Disability, Religion or Belief, Sexual Orientation, Age, and the Welsh Language). NATURE OF ACTIVITY 3.1

Does this activity impact directly on the public?

3.2

Does this activity impact directly or indirectly on police officers / staff?

POTENTIAL IMPACT (Yes/No)

For example, extending shifts

3.3

Does this activity involve the use of police powers or fulfilment of legal obligations?

3.4

Can discretion be exercised during the use of this police power or legal requirement?

Is there the opportunity to treat people differently based on personal bias?

3.5

Is this activity likely to affect equality of opportunity for staff?

(For example, access to enhanced rates of pay, career development.)

3.6

Is this activity likely to present an opportunity for improving relations between diverse groups?

3.7

Please list the diversity monitoring undertaken with regard to this activity. Is there a requirement to develop this monitoring?

(If no monitoring currently takes place, it is likely that this will be a 'yes', please seek advice from the Force Diversity Officer)

3.8

Review the current data. Is there any apparent disproportionality between groups? (the Force Diversity Officer will ask for details of the data that has been examined)

3.9

Is there public / political concern in relation to any of the strands of diversity or any community issue attached to this activity?

(Consider the national picture as well as local issues, taking account of environmental scanning and recent media concerns.

3.10

Do people that belong to the different strands of diversity have any different needs, experiences, issues and/or priorities in relation to this policy

(If you are unsure about this, please contact the Force Diversity Officer)

Nature of potential impact on public or staff: Low, Medium or High? Total Score of Yes 1 to 3 = low impact; Yes 4 or 5 = medium impact; Yes 6 to 10 = high impact.

Number of answers: Assessment relevance:

'YES' for

The 7 strands of Diversity are: Race, Gender, Disability, Religion or Belief, Sexual Orientation, Age, and the Welsh Language

Explain the impact assessment you have made.

These questions will help you answer questions 3.13.6 on the assessment form

Yes

1. What is the purpose of the proposed policy (or the changes you want to make to a policy)?

Does this impact?

2. What are you are trying to achieve through the proposed policy, and why?

Does this impact?

3. Who is intended to benefit from the proposed policy, and how?

Does this impact?

4. Are there associated aims of the proposed policy? What are they?

Does this impact?

5. Is responsibility for the proposed policy shared with another department or authority or organisation? If so, what responsibility, and which bodies?

Does this impact?

6. Will the proposed policy involve, or have consequences for the people that Dyfed-Powys Police serves and employs?

Does this impact?

These questions will help you answer question 3.7 3.8 on the assessment form 1. Have you looked at equality monitoring data gathered by Dyfed-Powys Police, or its partner agencies?

Does this impact?

The 7 strands of Diversity are: Race, Gender, Disability, Religion or Belief, Sexual Orientation, Age, and the Welsh Language

Explain the impact assessment you have made.

2. Have you made comparisons between your policy and similar policies in other departments?

Does this impact?

3. Have you looked for data on complaints about this area of work?

Does this impact?

3. Is there any evidence that any part of the proposed policy could discriminate unlawfully, directly or indirectly, against people from some diverse groups?

Does this impact?

4. Is there any evidence that people from some groups may have different expectations of the policy in question?

Does this impact?

5. Is the proposed policy likely to damage relations between any particular group (or groups) and Dyfed-Powys Police?

Does this impact?

FULL IMPACT ASSESSMENT (DPP) Function/Policy Name: Policy Status: Policy Owning Department: Head of Department: Person completing Impact Assessment: Date Completed: Contact Telephone Number:

IDENTIFY THE MAIN AIMS OF THE POLICY

It is vital to begin the assessment process with a clear understanding of the policy that you are developing/assessing? Please detail the main aims below:

CONSIDER THE EVIDENCE

ASSESS ANY LIKELY IMPACT

CONSIDER ALTERNATIVES

CONSULTATION OUTCOMES

DECIDE WHETHER TO ADOPT THE POLICY

MAKE MONITORING ARRANGEMENTS

PUBLISHING ASSESSMENT RESULTS

If you feel there is any reason why this Impact Assessment should not be published please detail here, including the reason why:

What impact, if any, could this have on the 7 strands of diversity?

1. Identify all aims of the policy

6. Will the information need to be supplemented through

Priority

Policy Scheme Function Guidance Protocol Policy Guidance Policy Guidance Guidance Policy Policy Policy Policy Policy Policy

High Low High Medium Low Low High Medium Low Low High

Guidance Policy Policy

High Low Low

Bobby Van Scheme Bomb Threats / Incidents – Response to Bonus Payments Bullying and Harassment Procedure Business Interests Policy

Guidance Policy Policy Policy Policy

Low Low Medium High Low

Policy Policy Guidance Policy Policy Policy Policy

Medium Medium Medium Low Low High High

Policy

High

Policy Policy

Medium High

Policy Policy Policy

Medium Low Low

Policy Policy Policy Policy Policy Function

Medium High High Low High High

Policy Policy Policy Policy Policy Policy Policy

Low Low High High High High High

Policy Policy

Low Low

Electronic tagging (17 years on bail) Email Addressing Scheme Equal Opportunities Policy Escorting Abnormal Indivisible Loads External Secondment Policy

Guidance Policy Policy Policy Policy

Low Low High Low Medium

Fairness and Dignity at Work Procedure Family Liaison Officers Fire Policy Fixed Term Contracts Flexible / Part Time Working Freedom of Information Policy Force Firearms Policy

Policy Guidance Policy Policy Policy Policy Policy

High Medium Low Medium Medium High Medium

General Crime Prevention Advice Granting of Firearm Shotgun Certificates Grievance Procedure Guidance on Agency Staff

Guidance Policy Policy Guidance

Low Low High Low

Policy Policy Policy Policy Policy Policy Policy Guidance Policy Policy

High Low Medium Low High Medium Low Low Low Low

Policy Policy Policy Protocol Guidance Policy Policy Policy Policy

Medium Low Low Low High Low Low Medium Medium

Job Evaluation and Equal Pay Jury Service

Policy Guidance

Medium Low

Learning Strategy Leave to Undertake Fertility Treatment Local Govt Discretionary Payments Regulations

Policy Policy Guidance

High Low Medium

Policy Policy Policy Policy

Medium Medium High Medium

Policy Policy

Medium Medium

Policy

Medium

Policy Policy Guidance Policy

Medium Medium Medium Low

Mental Health Issues Mental Health – Inter Agency Protocol – Persons found in public places Missing Persons Policy MOU Underage Alcohol Sales

Policy Policy

High Medium

Policy Guidance

Medium Low

Policy Policy Policy Guidance Policy Function

Low Low Low Medium

Policy Policy

Low Low

Guidance Policy Policy Policy Guidance Policy Guidance Policy Guidance Policy Policy Protocol Policy Policy

Low Low High Medium Medium High High Medium High Low High Medium Medium Medium

Policy Policy Policy Policy Guidance Policy Policy

Low Low Low High High High Medium

Policy Policy Policy

Medium High High

Policy Guidance

Low High

OHU Policy Officer Safety Training

High

Property interference / intrusive surveillance Public Protection Policy Pursuit Management

Guidance Policy Policy

Low Medium Medium

Scheme Policy Policy Policy Function Policy Guidance Policy Policy Policy Policy

High High High Low High Low High Low Low Medium Medium

Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy

Medium Low Low Medium Low Low Low Medium Low High Medium Medium Low

Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy

Medium Low Low Low Low Low Low Medium Medium Low Low Low

Vehicle Recovery and Removal Policy Seizures of Uninsured vehicles and Vehicles

Policy Policy

Low Low

Policy

Low

Policy Protocol Policy Policy

High High Low Low

Welsh Language Scheme & Strategy Work Experience Policy and Procedures Working Time Regulations

Scheme Policy Policy

High High Low

Policy Policy

High High

Youth Offending Policy Youth Strategy â&#x20AC;&#x201C; Policy

Appendix 5: Current Employment Data Gender and Welsh Language Skills POLICE OFFICERS (Headcount)

Chief Officers Chief Superintendents Superintendents Chief Inspectors Inspectors Sergeants Constables Totals

Specialist Posts

Carmarthenshire Male Female 0 0 1 1 1 15 45 192 255

0 0 1 1 8 90 100

Ceredigion Male Female 0 0 0 1 1 7 23 77 109

0 0 0 2 3 45 50

Carmarthenshire Ceredigion Male Female Male Female 99 32 49 15 (Incl Neighbourhood Policing Teams)

Total Force Welsh Speakers (Fluent) Welsh Speakers (Beginners) Ethnic Minority No. Seconded Part Time Officers

No. 267 273 8 0 69

Pembrokeshire Male Female 0 0 1 1 2 9 35 130 178

0 0 0 2 5 66 73

Pembrokeshire Male Female 69 26

Powys Male Female 0 0

Headquarters Male Female 3 0

Force Male Female 3 0

Total 3

Force Percentages Male Female 100.00% 0.00%

1 1 2 6 40 142 192

2 5 10 19 24 102 165

5 9 16 56 167 643 899

5 9 18 65 190 919 1209

100.00% 100.00% 88.89% 86.15% 87.89% 69.97% 74.36%

0 0 0 2 4 64 70

Powys Male Female 69 20

0 0 1 2 3 11 17

Headquarters Male Female 164 17

0 0 2 9 23 276 310

Force Male Female 450 110

Total 560

0.00% 0.00% 11.11% 13.85% 12.11% 30.03% 25.64%

Force Percentages Male Female 80.36% 19.64%

% 22.08% 22.58% 0.66% 0.00% 5.71%

POLICE STAFF

Full Time Part Time Total Headcount FTE Ethnic Minority

Carmarthenshire Male Female 18 26 13 17 31 43 24.2 37.1 0 0

Ceredigion Male Female 8 10 9 14 17 24 15 17.6 0 0

Pembrokeshire Male Female 14 23 4 13 18 36 15.9 30.1 0 0

Powys Male Female 12 18 6 17 18 35 14.7 29.1 0 0

Headquarters Male Female 182 206 8 87 190 293 187.2 260.5 2 1

Force Male Female 234 283 40 148 274 431 257 374.4 2 1

Totals 517 188 705 631.4 3

Carmarthenshire Male Female 0 0 0 0 0 0 0 0 0 0

Ceredigion Male Female 0 3 0 0 0 3 0 3 0 0

Pembrokeshire Male Female 0 1 4 2 4 3 2 2 0 0

Powys Male Female 3 0 0 0 3 0 3 0 0 0

Headquarters Male Female 0 0 0 0 0 0 0 0 0 0

Force Male Female 3 4 4 2 7 6 5 5 0 0

Totals 7 6 13 10 0

Carmarthenshire Male Female 18 9 0 1 18 10 18 9.8 0 0

Ceredigion Male Female 9 3 0 0 9 3 9 3 0 0

Pembrokeshire Male Female 12 13 0 1 12 14 12 13.4 0 0

Powys Male Female 9 7 0 0 9 7 9 7 1 0

Headquarters Male Female 0 0 0 0 0 0 0 0 0 0

Force Male Female 48 32 0 2 48 34 48 33.2 1 0

Totals 80 2 82 81.2 1

Carmarthenshire Male Female 5 4 0 1 5 5 5 4.8 1 0

Ceredigion Male Female 3 1 0 0 3 1 3 1 0 0

Pembrokeshire Male Female 4 2 0 0 4 2 4 2 0 0

Powys Male Female 5 0 1 0 6 0 5.8 0 0 0

Headquarters Male Female 0 0 0 0 0 0 0 0 0 0

Force Male Female 17 7 1 1 18 8 17.8 7.8 1 0

Totals 24 2 26 25.6 1

Total Headcount Total FTE

826 748.2

Force Percentages Male Female 45.26% 54.74% 21.28% 78.72%

66.67%

33.33%

TRAFFIC WARDENS

Full Time Part Time Total Headcount FTE Ethnic Minority

Force Percentages Male Female 42.86% 57.14% 66.67% 33.33%

0.00%

PCSOs

Full Time Part Time Total Headcount FTE Ethnic Minority

Force Percentages Male Female 60.00% 40.00% 0.00% 100.00%

0.00%

CUSTODY DETENTION OFFICERS

Full Time Part Time Total Headcount FTE Ethnic Minority

Ethnic Minority

5 Welsh Speakers (Fluent) Welsh Speakers (Beginners)

168 145

Force Percentages Male Female 70.83% 29.17% 50.00% 50.00%

0.00%

% 20.34% 17.55%

SPECIAL CONSTABLES

Carmarthenshire

Ceredigion

Pembrokeshire

Powys

Headquarters

Male

Female

Male

Female

Male

Female

Male

Female

Headcount Ethnic Minority

Force Percentages

Force

Female

Male

Female

Totals

102

158

64.56%

35.44%

50.00%

Male

Female

HOURS WORKED

Carmarthenshire

Ceredigion

Pembrokeshire

Powys

Headquarters

Force Percentages

Force

Male

Female

Male

Female

Male

Female

Male

Female

Male

Female

Male

Female

Totals

Male

Female

645.45

240.00

304.00

176.00

432.00

288.00

462.00

199.30

0.00

1843.45

903.30

2746.75

67.11%

32.89%

No.

Welsh Speakers (Fluent)

10.76%

Welsh Speakers (Beginners)

19.62%

Hours Recorded

VOLUNTEERS

Carmarthenshire Headcount

Ceredigion

Pembrokeshire

Powys

Headquarters

Force Percentages

Force

Male

Female

Male

Female

Male

Female

Male

Female

Male

Female

Male

Female

Totals

Male

Female

51.85%

48.15%

Disability

Hearing, speech or visual impairment Learning Co-ordination, dexterity or mobility Mental health Other physical or medical conditions Not disclosed

Police Officers 1 1 7 4 37

Police Staff 9 4 11 1 25

9 59

10 60

% of Total Employees 90.31% 0.64% 1.28% 0.05% 0% 0.10% 0.10% 0.05% 0% 0% 0.05% 0.05% 0.05% 0% 0.15% 0.10% 7.07% 92

Religion or Belief

Muslim Buddhist Hindu Sikh Jewish Christian Other None (Atheist) Do not wish to disclose

Police Officers 1 3 1 1 1 648 21 286 247 1209

Police Staff 0 2 0 0 0 436 10 149 229 826

Police Officers 1 3 507 698 1209

Police Staff 2 2 269 553 826

Sexual Orientation

Bisexual Gay/Lesbian Heterosexual Do not wish to disclose

Please note that as per our Home Office reported returns these figures do not include our seconded officers

Glossary of Terms

100

101

102

103